In other reports from @BBC we know there are 1.7m unemployed and over 4m on furlough who may not have jobs to return to when furlough finally ends.
There seems a huge disconnect.
From the people I’ve spoken to over the past fourteen months I think there’s an elephant in the room we are not addressing. Fear.
Fear of stepping outside their door.
Fear of leaving their family.
Fear of stepping onto public transport.
Fear of walking into a new environment.
Fear of getting to learn a new role.
Fear of a new routine
Fear of not being respected by colleagues
Fear of not ‘gelling’ with the team/management
Fear of losing this new job
Fear of failing
There is an expectation employers will address this fear. Those integrating the new ISO45003 guidelines will go a long way to achieving this. Using Growing Talent to gain new talent will see them go even further in achieving the goal of sustainable new talent who have grown into the available role through the methods taught on Growing Talent to flourishing adding real value to everyone.
If you have a real job to fill, why not consider www.growing-talent.co.uk? It’s completely free and not a Government funded programme.
The global pandemic has seen businesses change the way they operate to get the results they want.
Isn’t now the time to change the way you recruit to reveal those hidden gems of talent you’ve potentially been missing?
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.
This is a thought that’s been resonating with me with growing repetition during the journey of the global pandemic here in the UK.
It seems to me humankind has become more and more inward rather than outward looking over the years.
As the restrictions enforced by the pandemic have continued, the more amplified our disregard for our duty to others seems to have grown.
By that I mean consideration of the potential consequences our actions can have on others.
Each week, local small patches of council green areas outside residential houses are scattered with litter comprising fast food wrappers but lately discarded alcohol bottles. I haven’t seen people having picnics on these areas so assume it’s household fly tipping by residents, or people returning from fun in the park with their friends.
Why? Each household in the UK has rubbish collection weekly. There is no need to spoil the environment for others through laziness and/or entitlement. If there is no public rubbish bin locally, or if there is one, it’s full – why can’t people take their rubbish home and put it in for their rubbish collection?
I don’t doubt this is happening in every part of the UK.
Clearly the thought of the right to personal enjoyment of the individuals dropping these items far outweighs any thought of their impact on others. Children play on these small greens. Pet dogs are taken for walks by their owners. Residents look at these green spaces from their windows – vital when housebound or shielding. Where is the thought for the impact on others – the anxiety and isolation caused by thoughtless, ‘my right’ attitudes?
We see this time and again on a larger scale when the sun is shining in the debris left behind in parks and at coastal spots. There is a huge cost in clearly this up.
We know the dangers to the environment of discarded rubbish which has been proven to get into our water tables and food chains. By discarding rubbish thoughtlessly instead of taking it home, those individuals are potentially affecting their health and that of the ones they love. Ironic isn’t it?
Isn’t now the time to start to think of our duty to consider the impact of our behaviours on others?
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 –
Earlier this week I was contacted by someone who had been selected to take part in Growing Talent in 2019. Growing Talent is an employment empowerment programme I run, which has been on hold since March 2020 due to Covid (www.growing-talent.co.uk).
At the time they had many personal pressures to deal with which had reduced their self-confidence to an all-time low whilst greatly increasing their anxiety – exhausting as we all know.
They worked hard to complete the Orientation Week – confidence building workshops – prior to going on the employer’s site working well with their peers on team and individual challenges. Gradually shoots of growing self-confidence started to appear. More importantly, a smile returned to their face.
Unfortunately, they couldn’t maintain the routine of work back in 2019 and left before completing the programme. This made their contact this week even more thought provoking.
They have been a carer for over a year working extensive shifts caring for the vulnerable is tough enough for anyone let alone doing this role in the middle of a global pandemic. The people this person supports all have varying stages of dementia – challenging for individuals, family, friends and carers.
Finding the strength to make decisions and changes in their personal life took massive courage. With everything going on, they still put others first and decided to move into the care home to support their peers and residents as much as possible. Unfortunately, they got Covid themselves and had to self-isolate. Now the residential care home is currently Covid free – a big relief for all.
As I’m reading all of this information they sent, my pride and admiration swelled. Their growth from 2019 to now is inspirational. The reason they wanted to get in touch now was to not only share their journey but thank me for my teachings.
‘Anyway, my point is, that, no way could I have gotten through the turmoil of Covid in a Dementia Care home and self-loathing induced by personal pressures if it hadn’t been for your teachings and even that week of lessons really in prep for growing talent. Thank you for the lessons, thank you for the courage and the self-belief you instilled in me, before I could really believe in myself’.
As a trainer/facilitator passionate about encouraging people and businesses to be the best they can, I often wonder about those who aren’t ready to move forward. I know see, even instilling a short time of self-belief and proactive personal nurturing makes a difference to them long term.
What’s the point in sharing this with you? To share we may not always know the outcome of something we do – that doesn’t mean it isn’t powerful and positive.
Never stop trying to do what you know is right. You are having a bigger, positive impact than you may realise.
I firmly believe there have been many positives to the global pandemic as well as the many well known negatives.
The world has learned a lot from each other sharing knowledge, information, research as well as stats and their process of handling infection rates. This collaboration has produced two vaccines cleared for rollout as well as India’s home produced vaccine about to be rolled out in India.
Whilst there is still a long way to go until the pandemic is managed via immunisation, I wonder if Governments will learn from the collaboration to date and continue with this going forward. Think of the positive changes that could be made.
Watching the Focus item on French 24 tv this morning, I wondered if the changes Italy is going through is something we can learn from in the UK on ‘levelling up’ areas of deprivation and past industries such as our mining towns, coastal resorts, previous manufacturing areas and so on.
Sicily experienced decades of young people leaving to work in the more prosperous North leaving. behind a growing older population and economic degeneration.
Focus explained the pandemic saw many younger people who had migrated to the North for work, returned to their parental homes in the South at the start of the pandemic. Working from co-working hubs socially distanced with fast fibre internet connection, they can work as well as if they were in their office in the North.
What they’ve noticed is the economic regeneration locally. Municipalities are rolling out fibre optic networks in their best locations to entice this positive change to become permanent. One featured a ceramic museum which now has the dual purpose of being a co-working space with fast internet and great views across to the Aeolin Islands. The quality of life for these young people has increased, there is no ‘brain drain’, older generations have their families around them and local businesses are experiencing regeneration.
The North of Italy will continue as a buoyant business hub with offices thriving after the pandemic is over. But they are aware the benefits presented by the pandemic will be permanent – a true ‘levelling-up’ of the country.
The UK has spent a lot of money because of the pandemic. Surely it’s vital to spend a little more to invest in fast internet across the UK to not only enable people to work anywhere, if their job supports remote working, but also ensure every child has access to technology to enable them to develop their careers of the future.
We have seen pockets of the UK experience decades of deprivation as businesses/industries have closed with nothing replacing them. The below picture is typical of a lot of towns left behind when businesses/industries closed or moved. We see many high streets have lost their vibes as big chains moved in and now those big chains are failing. Many high streets over the decades has lost their independent stores to large chains, pubs and betting shops.
Isn’t this an ideal time to turn the tide?
What could these communities look like with the right investment?
Despite Growing Talent, an inclusive employment programme I run, being on hold due to the pandemic, it’s always lovely to catch-up with some of the people who have participated over the years on how they are doing especially now.
Amongst the doom and gloom, uncertainty and insecurity the global pandemic has spread, some heart warming news!
Catching up with Jane, Debbie & Sharlene from past Growing Talent programmes, it was great to see their ignited self-belief and drive for personal growth has not been diminished by the challenges presented by Coronavirus.
Jane updated me on her current role. Still with Baxter Storey, who she joined on completion of Growing Talent 4, but now at a different account, she decided to use some of her personal time volunteering in her local community to help young people. Despite the application and joining process – rightly thorough screening – Jane is determined to support and encourage those that need it. Just as enthused as she was at the start of her journey all those years ago, it was a joy to learn how well she’s doing.
Debbie contacted me to share she had made it into print! Yes, her Christmas jumper, almost as bright as her smile, lights up the PwC welcome floor in the Welcome Team’s newsletter to raise money for charity on the annual ‘Christmas Jumper Day! Despite a challenging year – more so for Debbie who loves her intrepid travelling to far flung places, Debbie has also just won a new internal role after being interviewed by a Partner at PwC! Fearless as a lion and always up for a challenge – Go Debbie!
Just this week I learned Sharlene had come full circle. After completing Growing Talent in 2019 she joined a national facilities company in their facilities administration team. Unfortunately, like so many, Sharlene was made redundant earlier this year. Did she retreat into herself? Of course not! She moved house and got a job with Department of Work and Pensions as a Work Coach encouraging unemployed people to find the right role for them – and hopefully referring some to Growing Talent once the pandemic is over!
I am always in awe of the spirit, determination, innovative, empathetic DNA of the amazing people I work with on Growing Talent.
I know the next chapter for Jane, Debbie & Sharlene is going to be amazing because they will make it so.
Listening to @TalkRadio this morning made that thought clear to me. Paul Ross was speaking with Phillip Sharples – known as the turfman – who was speaking from Saudi Arabia where he’s currently installing a race course.
He started out, as most people do, not really knowing what he wanted to do but more what he didn’t want as a career – to work in an office. So he got a job cutting grass at his local golf course that he did for four years before deciding he was going to ‘be the best I can at this industry’ and went to University.
Phil spoke about PH levels, grasses etc. It could have been a totally boring session for me but Phil had the unique ability to bring his trade alive sharing the interesting places he’s worked installing football pitches in really hard terrain for example. Currently he’s installing a racetrack in Saudi for one race in February 2021! I learned grass can grow anywhere if the soil and maintenance are right.
After the chat ended, I googled Phil and found this old feature of his work in Azerbaijan – so interesting.
Listening to the radio this morning, the above question jumped into my head. I have my solution at the end of this post. What would be your thoughts?
Time for us all to have an uncomfortable conversation maybe?
The radio feature was on free school meals and the excellent spotlight the footballer Marcus Rashford has shone on this.
Children going hungry is shamefully not a new problem for the UK. Following the end of WWII, free school meals were introduced to ensure no child went hungry. Bearing in mind this was a time when food additives, were a lot less intensive than they are now. Basic, nutritional food that ensured healthy growth for all children in the UK was the norm.
Over the following years, we seemed to lose this ‘collective’ thinking that we are all responsible for the health of the next generation.
I well remember the endeavours of chef Jamie Oliver from 2004 to address putting ‘nutrition’ back into school dinners cost effectively. This would ensure concentration in lessons resulting ultimately in social mobility. Education on an empty stomach is totally non-productive and a complete waste of money. Children can’t concentrate with their stomachs rumbling. As adults, we know when we’re hungry we can think of nothing else. Why would we think it’s different for children?
The radio feature this morning spoke about Jamie’s work and the fact two of his chefs are working in Schools in Greenwich to help feed children nutritionally during school holidays.
Marcus has re-foccused the spotlight back on the need to feed vulnerable children during school holidays as parents struggle through coronavirus.
Many parents will feed their children fast foods because they are cheap. Quantity is better than quality thinking. We know fresh food doesn’t have to be expensive. It does take effort to buy and prepare especially when trying to hold down a number of poorly paid jobs to provide a secure home.
A few of ideas spring to my mind:
Tax cheap, fast food so it becomes a ‘treat’ and heavily discount fresh foods so they become the norm.
I know from experience many families won’t apply for help even when they are entitled. Pride gets in the way. Radical thought here – provide free school meals for every child so not one child is ‘singled’ out as being ‘poor’. From 5-18. Schools become community hubs. Open through school holidays. This would create:
a. Employment throughout the UK
b. Community cohesion
c. Brain power amongst all our children to take advantage of education, realise their dreams, become the innovators of tomorrow, feeding our businesses making the UK a vibrant country of integrity for all.
Of course there would be a huge cost for this. But, what is the cost of not doing it?
As a business owner, I’d be in favour of increased taxes if they were going to this worthwhile cause. I wonder if very wealthy people, would be willing to make annual donations to this cause and write this off against their taxes? Some people earn telephone number salaries and are reluctant to pay HMRC. No one likes paying taxes. But if part of their taxes went to a specific cause like this, would their attitude change if they could see the good they are doing?
A minority of the UK are living in a bubble where they have so much money they will never be able to spend it. Maybe social taxation could be the answer.
Maybe it’s time to do something radical and something different.
For the 10+ years I’ve been a MHFAEngland Instructor, I’ve been looking for a mental health and wellbeing programme to deliver which was accredited by a qualifying body delivering real value rather than the usual courses that just end with a Certificate of Attendance.
I stumbled across http://www.i-act.co.uk who devised mental health and well-being products specifically for the workplace. Both courses come with a 168 page manual, 50 self-help tools to use and 95 referral organisations for different mental health issues.
Having done the manager’s course – Managing and Promoting Positive Mental Health and WELLBeing – accredited by the Royal College of Psychiatrists with CPD points – I knew this was a key product which would deliver real value to my clients.
I decided to apply for the Instructor’s accreditation to deliver both the manager course and the ‘Understanding and Promoting Positive Mental Health and WELLbeing in the Workplace’ for non-management employees.
At the start of this week myself and others from all corners of the UK, Bahrain and Hong Kong met online with one of the co-founders Pete – a Clinical Psychiatrist and mine of information – also our Instructor. After watching Pete deliver, we then had to deliver the whole programme in our own style with a couple of peers giving feedback.
Solid connections were made. Messages of encouragement flowed over WhatsApp as we all became accredited instructors.
I now intend adding these two excellent courses to my portfolio of training to employers looking to ensure their staff at all levels are maintaining optimum levels of wellbeing duding real value to their bottom line and brand reputation.
The opportunities that open up when you least expect them can lead to incredible places.