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!
The eight week personal empowerment programme I wrote as an optional resource for those who apply for Growing Talent but don’t progress past the selection stage, is not only certified by The CPD Certification Service but now on it’s third cohort!
Yesterday was the first session. The format is always the same. The first 45 minutes or so focus on the course content followed by open discussion on anything and everything. Brain storming ideas on personal issues, job searches and entrepreneurship.
The foundation content for week one is exploring and analysing where we are, where we want to be, how to get there and tools to use at each stage.
So, what were the thoughts at the end of the session?
“This has been so amazing. Better than I thought. I feel energised and ready to move forward.” Karen.
Karen still felt the same after I gave her some additional homework tasks on top of completing the e-workbook!
Human connection, collaboration and exploration are fundamental to self-empowerment.
Roll on next week!
If you are currently unemployed in London looking for your next opportunity without the pressure of a cv and formal job interview, why not join Growing Talent? Deadline to apply 2 June 2025. _________________________
Stepping outside their comfort zone to become who they want to be
Openness to learn
I see this every time I run Growing Talent and this week has been no different.
Alex, Jay and Troy have already jumped through a number of hoops most would be reluctant to do.
So far, they have:
Attended a ‘Getting to know you event” with employers – completely alien concept for them– getting to know employers BEFORE the recruitment stage? Yep. Not the usual application via cv, then the long wait to hear – more likely to just be ghosted, rarely securing an interview.
Devise and present an idea with strangers to benefit London to employers with just 45 minutes preparation.
Network with those same employers WITHOUT talking about jobs – seeing eachother as fellow humans.
Then composing a personal profile sheet before meeting all employers at our ‘slow dating’. Spending 20 minutes at each employer table – this time talking jobs on the stable connection already made.
Next came shortlisted 1-2-1 meetings on the employer site before offers were made and accepted.
Now Alex, Jay and Troy have just completed the in-person CPD certified part of the Orientation and Holistic week where all aspects of work and life skills were explored.
Tomorrow, we do the global I-Act course – managers level to give even more tools to hit the ground running when they join their new employers and teams on site soon.
What did they think of the experience?
“The topics covered opened my mind to how working environments are and how I can look after myself. I am more confident going on my employers site now”, Troy joining CIS-Security.
“Thanks for the opportunity of doing this week. I loved it!” Jay joining SPS UK & Ireland
“This week gave me a better feel about my new chapter of work.” Alex joining CIS Security
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?
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.
Yes, if you are already unemployed, living in London and want to ignite your own social mobility.
I know because I’ve been where you are. The tools I used to secure employment are the foundation of Growing Talent and Talent Hub.
For many people who are unemployed and searching for work, there is a wide area of common ground including:
🎯 A feeling of numbness to take action
🎯 Overwhelmed – not able to put together a cv, let alone bring it to life, if an interview is secured
🎯 Not recognise the skills and potential within yourself so how will a potential employer ever see these?
🎯 Any number of external pressures
The overriding problem is ‘how do you connect with employers so they see your true potential’?
It’s just too difficult, right?
Wrong!
Growing Talent has been designed specifically for those unemployed people who need a different route to employers. We don’t allow cvs, job descriptions, nor formal interviews.
Instead, we have a ‘getting to know each other event’ AHEAD of the selection stage. By the time you reach the selection stage, strong connections have already been laid between employers and applicants.
The next London programme commences on 7 February 2025 with our virtual information session.
Criteria to take part:
🎯 Must already live in London.
🎯 You will be 18 or over – no upper age limit at all!
🎯 It’s important you already have your Right to Work documents in place or Government issued share code.
Run in collaboration with JobCentre Plus there is no negative impact on you. Any offers employers make are not mandatory – you don’t have to accept them. During the four week mutual evaluation, you retain your benefits, have travel paid and are paid by the employer! This ensures you know the ring-fenced role is right for you.
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.
Back in 1948 the World Federation for Mental Health (WFMH) was formed. In 1992 WFMH introduced the first of its themed annual World Mental Health Days on 10 October. This year’s theme is..
…”It is time to prioritise mental health in the workplace”
As we enter October, celebration and awareness events will be planned by many employers across all industries – big and small. Green ribbons may be handed out identifying those who are happy to listen to others. Maybe there will be some ‘it’s good to talk lunches’. There will be lots of posters displayed maybe featuring who you can talk to, signposting to external organisations and so on.
But what is planned for 11 October onwards?
This, for me, is often the missing key ingredient when workplaces consider what they are going to do to mark #WMHD 2024. What an opportunity to create a transformation legacy where all staff have the tools and skills to support each other. Not just from a negative emotional standpoint, from all standpoints.
Unless your workplace is an AI plant comprising only robots, you will have a vibrant mixture of minds, attitudes, expertise that can add value to each other and the business. But will this vibrancy dim if it isn’t shown how to shine?
Isn’t now the time to implement a transformational journey for your staff that will continue to add value to you and them long after 10 October is over?
I’m Jane. I collaborate with employers to transform their workplaces into thriving, productive spaces that live and breathe World Mental Health Day – every day.
Time to talk?
My proven expertise is in the following areas:
ADHD Coaching, neurodiversity awareness for managers, how to be an ally to neurodivergent colleagues, I-Act Managing and Promoting Positive Mental Health and Wellbeing, Emotional Intelligence, effective communication, identifying and analysing unconscious bias and conflict styles.
I work virtually enabling collaboration with employers across diverse locations and time zones.
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.
