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. _________________________
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 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?
It’s over 70 years since the World Federation of Mental Health was formed.
It’s 32 years since the Federation introduced their annual world mental health day on 10th October. Each year, the focus is on a different theme. For 2024, the theme is…..
“It is time to prioritise mental health in the workplace”.
This is a global movement observed around the world. So, if businesses have embraced the critical need for positive mental health and wellbeing in the workplace – why do we still need an annual World Mental Health Day?
Could it be an annual focus for just one day is not enough?
What do you think?
Change can take decades to implement if the drive and vision to do so isn’t there. Often with dire consequences.
Consider the case of Dr Ignaz Semmelweis a Hungarian doctor. In 1846 Ignaz connected childbirth deaths to the lack of hand washing. Those doctors who went straight from the dissecting room (mortuary) to the labour room without washing their hands carried infections with them. Ignaz wrote multiple papers with his findings. He ordered his students to wash their hands in a solution of chlorinated lime after each examination and noted mortality rates dropped from 18.27% to 1.27%. However, the establishment wouldn’t accept his findings and continued to infect patients for decades before adopting his doctrine saving countless lives.
So, what has a doctor’s struggle in the 1800s got to do with business today?
The establishment then didn’t listen. They continued to do what they had always done even though they could see change wasn’t happening. Their arrogance in thinking they couldn’t be wrong cost a lot of lives.
The lessons he gave us then are just as applicable today within workplaces striving to be as mentally well as possible.
Delivering a once-a-year spotlight on mental health is soon going to be forgotten by most. A mindset change has to happen to deliver the transformation to mentally thriving workplace.
Does the training your workplace delivers:
The solutions your teams need?
Does it raise awareness of the two different minds in your workplace – neurotypical and neurodivergent?
Transform communication within teams?
Enables understanding of behavioural impacts on others?
Understanding of unconscious thinking?
The benefits of critical thinking?
All the above forms a solid foundation to then deliver a course on mental health and wellbeing which will truly give team members the tools and know how to look after themselves and support those around them.
Selecting the right training programme(s) is an additional pressure to already busy managers, procurement and/or HR teams. Which can often be why so many select based on title and popularity rather than is the fit sought there.
Surely, the first step is to start a conversation with an independent coach and trainer who can explore your needs before collaborating with you on a transformative programme?
I offer a free exploration call to discuss business needs. If I can’t help you, I will tell you so.
Bespoke training is not as expensive as you might think and can save you time, money and reputation when compared to the loss of talent from your business.
I’m Jane. I work with employers to deliver enhanced training in mind health, resilience and wellbeing. I’m also an ADHD Coach. Working virtually, I can help employers across many different time zones.
I have delivered multiple mental health and wellbeing licences courses for clients keen to empower their teams in this critical area.
The introduction of ISO45003 – psychological safety in the workplace – in September 2021, coupled with the legacy of Covid left on many has seen an increase of interest in this area.
But how many organisations continue to keep engaging non-accredited, reactive, non-global uniformed programmes because:
It’s the product they’ve always used – (without exploring if it worked maybe?)
The product has ‘First Aider’ in the title (without evaluating if the resulting knowledge makes someone capable of being a ‘First Aider’)
I-act training is, by comparison, head and shoulders above the competition in this field, in my opinion. It delivers so much more, including:
Global delivery virtually – delivering uniform knowledge with local support resources
Accredited by the Royal College of Psychiatrists
Carried CPD points
Training in over 50 tools for proactive self care that can be used reactively on someone experiencing emotional pain
Robust manual for onward learning
Access to resources, news, films as well as international news in this field for the entire 3 years accreditation
Bespoke course for managers – which includes legal responsibilities
Bespoke course for non-managers
The feature picture above shows a recent group of newly accredited Practitioners from a leading UK University. An additional consideration for their commissioning organisation was the fact this accredited course would give them the ‘edge’ in their career search as a key differentiator. A great session sharing & learning together critical, accredited life skills for the workplace and beyond!
Learning proactive mind muscle building techniques ensures we are better able to look after ourselves as well as those around us.
What’s not to like?
Why would employers choose anything less for their most valuable asset?
If you are interested to learn what difference this training could make to your employees, why not contact me direct to find out more….?
For many global companies, taking part in Growing Talent is a challenge because it disrupts the global recruitment policies in place.
Growing Talent is a mentoring journey for both employers and their potential unemployed new talent which delivers a mutual ‘test drive’ to see if the permanent role on offer is right for both parties.
Due to the unique partnership over nine years with JobCentre Plus in the UK, participants retain their benefits, have their travel paid, get paid by the employer, undergo a week of orientation and holistic workshops including qualification in the accredited i-act Managing and Promoting Positive Mental Health and Wellbeing aligning with ISO45003 psychological safety in the workplace and a dedicated mentor for the journey. This raises their empowerment and confidence before they start the four week mutual test drive with their employer.
What’s not to like?
With all these positive elements to Growing Talent, Lauren had a role she knew would be appropriate. After securing UK managements’ approval, she then had to tackle the European heads! No easy task – but she did it!
Lauren made it happen and you can see just how confident and awesome Lee is from the photo above with Lauren. Feed back from Lauren and her team is Lee is learning so quickly and picking up things fast. He’s a positive addition to the team – and this is just a few days into the journey! From Lee’s view, he’s enjoying it and has no complaints.
It not easy to start a new job during train strikes – but Lee made it happen too!
Vision, determination and passion = positive real results. So, let’s all ‘make it happen’!
9-15 May 2022 is the Mental Health Foundation’s 21st awareness week on a particular mental health theme. This year’s theme is loneliness.
Not to be confused with being alone, a choice many make and flourish working remotely, living alone, shopping and banking online. It suits them completely. They are not lonely.
Loneliness is not a choice. People can be in a crowded room and still feel lonely. Over time, this feeling can grow and the noise of feeling lonely overwhelms and can impact all areas of someone’s life. The consequences can be devastating for the individual and those closest to them.
Recognising our body’s reaction when loneliness starts to intrude, enables us to do something about it – make arrangements to see friends, do something different with others – an art class maybe. Whatever our self-care toolkit is, we need to move quickly. The mind is a powerful tool designed to keep us safe. To do this, it overthinks negativity to such an extent we can become completely numb and unable to move if we ignore it.
Having our own, bespoke self-care toolkit ready for use when we need a bit of maintenance, in the same way we keep a toolkit for DIY repairs on our homes, is vital. It enables us to be proactive about our mind’s wellbeing which in turn enables us to be aware of any changes in those around us and be effective in guiding them.
Next week I will make a daily post on a specific area of mind wellbeing I’ve practised and taught over the past 15 years on my Twitter and LinkedIn pages in celebration of this vital awareness week.
Of course ‘Mental Health’ isn’t such the taboo subject it was but there is still a huge social and self stigma fog to break down.
Back in 2017, the then Prime Minister, Theresa May, commissioned Lord Stevenson and Paul Farmer (CEO of Mind) to investigate and report on mental health at work. This resulted in “Thriving at Work” published in October 2017.
Some of the key findings of this report were disturbing:
300,000 lose their jobs each year due to mental ill health – far higher than the incidence of physical health
Around 15% of people at work have symptoms
Key recommendations from this report:
Produce, implement and communicate positive mental health in the workplace
Develop mental health awareness among staff
Encourage open conversations about mental health
Provide employees with work/life balance options
Routinely monitor employee wellbeing
More ambitious ‘enhanced’ standards from this report include:
Increase transparency and accountability through internal and external reporting
Demonstrate accountability
Improve the disclosure process
Ensure provision of tailored inhouse mental health support and signposting to clinical help
At the time of this report only 11% of employees discussed a recent mental health problem with their line manager – meaning 89% did not feel able to disclose. In addition at the time of this report in 2017 only 11% of the Top 100 companies disclose their initiatives in their annual reports.
Only 24% of managers in 2017 received some form of training in mental health at work.
4 years later – has anything changed?
That’s what I keep asking myself. On the surface, businesses seem to feel they’ve done all that they can. They’ve usually rolled out MHFA training, assigned some people who’ve done MHFA training as ‘First Aiders’ to their peers who might be struggling. Is that effective? Is it enough?
I don’t think so. Businesses need to think about what their business and staff need to really thrive not just do a tick in the box training exercise with a proven reactive programme like MHFA just because it’s the most well known.
MHFA is an excellent programme for those interested in the subject area. It teaches in-depth information on mental health conditions, legislation and how to support, listen and signpost someone once they have experienced an issue. Devised by Betty Kitchener, a mental health nurse in Australia, and her partner Professor Anthony Jorm. With a global reach, it has become the go to product for businesses to deliver mental health training – but it was not designed for the workplace!
Selecting a unique, accredited programme like I-act, specifically written for the workplace and accredited by the Royal College of Psychiatrists with over 50 self care tools, guidance on how to build a mentally positive and healthy workplace as well as evaluation and development tools for those doing the training to support others – makes more sense. Cost effective and efficient.
Maybe if more employers choose to build a select menu of options for resilience, wellbeing, and positive mental health for their business and staff – the stats will be much better in another four years.
Or will we continue to kick the can down the road? Businesses are not the same. Why select the same training as your competitors when your business is different? Isn’t it better to lead than follow?
At Jane James’s Consultancy Ltd, we deliver the I-act training for managers and non-managers along with devising bespoke bolt ons to meet staff and business needs. Financial awareness, self-employment, team empowerment, financial awareness, know your purpose, what’s your journey – and many more. Financial awareness for staff is a key point in the new international guidelines ISO45003.
If you want to ensure your business and staff are thriving, why not get in touch to discuss options?
