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
7 intrepid heroes returned today for Growing Talent‘s ‘Employer Slow Dating’ event – 1st stage selection.
💥 They didn’t hit the snooze button 💥 They didn’t decide to spend the day in the sun 💥 They didn’t decide benefits was a pretty sweet choice
Instead – they took action:
👍 They broke their routine, 👍 Got up earlier than usual to arrive on time 👍 Commuted into London during peak times – difficult for the neurospicy 👍 Arrived, well presented, prepared and ready to ask questions
Employers recruiting through Growing Talent gain access to a unique hidden talent pool often missed during a traditional recruitment process.
When you see the person, not their label you start to see the talent hidden within. Talent illustrated by our 7 heroes – Daphine, Grace, Owolabi, Peter, Sujibomi, Tanice and Zainiyah.
Now the waiting begins! Who will be offered an opportunity? Who will accept or decline?
We wait with bated breath.
Thanks to Gina, Peter and James our employers today.
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?
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?
Monday 10th March will be Alex’s first day on site with his new employer Portico
Talk about whirlwind! This week Alex has worked through the three The CPD Certification Service certified manuals with content and tasks covering:
🎯 Employer expectations 🎯 How to stand out when you are one of many – ask Alex about the NYC taxi driver! 🎯 Effective communication at all levels
There’s more…..
🎯 The world of Unconscious Bias 🎯 Training our brain to be more resilient 🎯 What is neurodiversity? how might it show-up in the workplace? How to be an ally 🎯 Conflict identification, analysis and management 🎯 When the time comes, how to move on
And that was just book 1!!! Onto Book 2
🎯 The power of personal values and mantras 🎯 Understand how the ‘reptilian brain’ can cause issues and how to tame it 🎯 Proactive mind muscle building tools
Now to the body’s fuel…
🎯 Nutrition on a budget with simple hacks – just ask Alex about the connection between sugar and cocaine! 🎯 Personal finance tips and tricks 🎯 Impact of behaviour and how to build better connections
Are you exhausted yet reading this????
Lastly we had book 3 which is Growing Talent’s journal, art space and notes section!
Each day, Alex took note of his thoughts in the morning and reflected on the day each evening.
On Tuesday, Adam Bushell, #NikkiGallant and #BeckyShell dropped by to ask Alex about his experience. A confident, engaged speaker who enthused about his experience so far and his excitement of what lies ahead.
Adam Bushell took up the challenge to join us for some art! Kicking off with our ‘fill a heart’ task.
We often live life on auto pilot. Working hard, it’s easy to forget what really matters. A few minutes drawing the things we love within our respective hearts renews our focus on what is really important to us. It’s safe to say Picasso would have been impressed by our efforts!!!
In the feature photo, you can see Alex receiving his certificate of completion of the CPD accredited part of the Orientation Week.
After the pressure of making the employers do a spot of public speaking and share their journey to their current role as well as their top tips to impress employers, it was only fair that the awesome Growing Talent applicants stepped up too!
London Challenge demands the applicants to come up with an idea to improve London.
Imagine this….
First part is to brainstorm ideas. Then, form a team with people you didn’t know two hours before, devise the beginning, middle and end of a unique idea within 45 minutes before presenting it t the panel of employers!
Would you do it?
The employers were treated to four unique ideas.
🎯 Group 1 – Leon, Niki, Katie & Bozena 🎯 Group 2 – Kai, Iuliia, Samuel, Anita & Alex 🎯 Group 3 – James, Aboidun & Mulenga 🎯 Group 4 – Shantelle, Dejanae & Sarah
Ideas ranges from community mental health and well being, creative hubs, food and nutrition – with a community greenhouse and intelligent use of public cctv to reduce response times!
All applicants chose to return 19 February for our ‘slow dating’ event – also known as the employer first stage selection!
Growing Talent is lucky to have strong collaboration ties with employers, #JobCentrePlus, community groups and the hidden talent of the unemployed people in London.
All share the common ground of enabling unemployed people to secure a job a different way, which they can grow into a career and close their own social mobility gap – permanently.
Over the 10 years it has run, multiple people have proven this and climbed their career ladders. Compared to where they started, the difference is as strong as that between night and day.
Confirmed employers for this round – our 39th programme – include:
There is still time to join these insightful employers if you have a role in London to fill.
But, the clock is ticking! ⏰
Deadline is 9am on 6 February. DM me for more information
A huge thank you to our insightful employers, #DavidSteeds team at #JobCentrePlus, Rob Matthews (Anna) their partners in the community, Matthew Izekor of #SouthwarkCareLeavers and our unemployed applicants who collaborate together to do things differently 👏 👏 👏
…Why would someone choose to work for you and not one of your competitors?
Many employers I speak with rarely ask themselves these questions. In these challenging times with the imminent rise (UK) in taxation, employers NI, pressure on teams at all levels, maybe it’s time for a rethink?
Each Christmas I stay in rural Lanzarote. It’s peaceful, quiet, visually impressive volcanic landscape, ideal for reflection and planning. But, a need to change it up with visits to our favourite resort gives an energising balance!
The Christmas decorations in the photo are from the foyer of Princess Yaiza hotel in Playa Blanca. We popped in to see the effort they made and were not disappointed.
Now, my gran had a great saying for anyone or thing she felt had no integrity or substance – “all fur coat and no k****ers”.
You could be thinking this is an apt thought for the opulence of the decorations at Princess Yaiza, but you’d be wrong. On our last visit, Alessio worked in entertainment. Always smiling, connecting with the guests all ages – nothing was too much trouble. Clearly this was noticed by management. Now he’s a Customer Service Manager and was in the foyer chatting and greeting everyone.
I asked him how his new role was going. He replied – “…I love it. The company is great – they really care about their staff – something you don’t find in most hotels….”
Princess Yaiza guests will keep returning because the company genuinely invests in their staff. They care. It’s not solely about wages.
Many years ago Richard Branson said, something along the lines of, “I don’t focus on my clients. I focus on my staff because they will look after my clients”
If staff feel invested in and valued, they will want to work for you. They will look forward to Monday mornings rolling around. They will do more than they need to. The buzz and productivity will be high.
Of course, the opposite is true. Staff who don’t feel valued, won’t stay. Energised, excited new staff who are joining an exhausted team and manager won’t stay. In both cases your business will suffer.
Investing in all staff’s training and development, listening to their voices, inclusive of neurotypical and neurodivergent brain operating systems will deliver a solid return on investment.
