The 41st Growing Talent programme has been the most interesting and challenging so far!
Some got roles and are on the Orientation and Holistic week currently, others have been going for meetings with different managers to identify the right fit.
The waiting game.
We all know how tough it is, waiting to hear results on anything – but especially whether we’ve secured that job or not is painful!
Owolabi was, until yesterday afternoon, waiting to hear and wondering if his life was about to change.
Now he knows it is.
Stable employment and a regular income enable unemployed people to start taking back control of their life, make their own choices and close their own social mobility gap.
This is even more important for those with challenging back experiences. A permanent job really does change lives.
A huge thank you to Matthew Izekor of Southwark Care Leavers who referred Owolabi to Growing Talent and supported him throughout the process.
Also a massive thank you and nod of respect to Gina and the team CIS Security Limited for joining us in doing things differently.
If you are looking to gain some amazing talent with hidden skills that will add value to your business in London – why not join us?
Next programme starts September 2025. Contact me for details.
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.
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?
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!
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
What I love about Growing Talent‘s ‘Getting to know you’ you events for employers and applicants is the level playing field it creates and the visible change I can see and know applicants feel by the end of the four hours.
Yesterday saw Adil, Alex, Adrian, Chris, Emmanuel, Gerald, Jay, Jayesh, Karen, Matt, Mercy, Ola and Troy walk into the room a little unsure about what lay ahead.
And who can blame them?
Growing Talent is different – no cvs, no formal job interviews – instead we build connection between applicants and employers BEFORE the recruitment stage.
My goodness, how their confidence rose as the morning went on.
It was only fair to put our awesome employers under pressure with a bit of public speaking first, sharing their journey, what went right – and wrong, how they dealt with that, what they currently do and top tips to impress any employer.
After a Q&A session, I rudely evicted the employers for the room to return an hour or so later.
The applicants and I had a discussion on why they personally aren’t working, what is missing for them and what they need most. You won’t be surprised to hear lack of self-confidence was a major theme and an area Growing Talent was designed to build.
The next pressure hit was how to improve London in our London Challenge?
The ideas flowed. These were whittled down to a combination of ideas that could work. In small groups, our awesome applicants had around 45minutes to come up with a plan. What was their idea, why was it needed, who would benefit and how could it be developed.
I don’t know many managers who would be up for this sort of challenge with so little time for prep – do you?
The employers returned to watch the London challenge ideas and give some feedback. Joining them was David #NGBailey
Confidence was rising. Not surprising when speaking about something we’re passionate about. If only all humans could passionately believe in themselves – they would be unstoppable!
After networking over refreshments with the employers, the applicants were left to decide if they would return for the next stage on 14 April.
Check back to find out who does!
Thanks to everyone behind the scenes who made this happen including the magician of getting stuff done Adrienne Simpson the awesome reception and security team (with Alex Portico and Tina CIS Security Limited – graduates of Growing Talent) greeting the new applicants with huge smiles of encouragement. 👏 👏 👏
Special shout out to Mark and the team at #NGBailey who always shift the room around for me 👏 👏 👏
Thanks also to our observers Adam Bushell, Simon and Becky 👏 👏 👏
Lastly to the #JobCentrePlus teams across London who now have to process fares etc – more paperwork! Thank you David Steeds for always having a plan! 👏 👏 👏
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!
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?
