I see the potential trauma those on duty experienced as they were ‘under attack’ from both entry points on the ground floor.
How would you have felt? Listening to the rage of people trying to break through, imagining what would happen if they did.
Thankfully, the employer had installed high security glass which prevented full entry.
Not everyone who works for a household business name is on a telephone number salary. Often they are part of the critical core team on a much lower salary. Security, Cleaning, Waste Management, Front of House, Documentation Management, Goods in and Out, Hospitality etc all vital in UK PLC’s business operations.
They come into London to ensure their families have the very best they can provide – whether that is dance lessons, SEN support or something else.
When these buildings are attacked, the critical team are too and the scars can last a lot longer than repairing broken glass.
The employers at the building I’m talking about, invest huge sums of money in their teams’ – including their critical core team – comfort, safety and development.
Now they have got to re-assign resources to repair/replace the damage caused.
The people who caused this damage likely didn’t think the consequences of their actions through. It’s just broken glass – right?
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
The Scout’s motto “be prepared” has been core to my critical thinking as a trainer, mentor and coach.
Even the basic things can get lost in translation.
The pictures were taken this morning ahead of Growing Talent‘s ‘Getting to know you event’ for unemployed applicants and employers.
I’d asked the awesome room set-up team for two half circles facing each other. One for employers and one for applicants. I got the standard theatre style set-up – not the best for a ‘getting to know you experience’!
With ‘be prepared’ in mind, I arrived on site early to deal with any issue like this.
Did I complain? – nope, no need Did I alert the team to get someone to change it for me? – nope, no need
I rolled up my sleeves and did it myself inside 10 minutes. Job done. No hassle. No fuss.
It’s much the same in life – business and home.
We spot something that isn’t right and either:
Ignore it – someone else will do it Moan about it to everyone that can’t/won’t do anything about it
No one is going to change things for us. We have to do it ourself. They may help us, give us some guidance, some tools to use, but ultimately it’s down to us to take action.
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!
Following the Growing Talent virtual information session last Friday, I’m pleased to announce 24 awesome applicants have chosen to leap into their unknown and join our next stage -‘Getting to Know Each Other” on Wednesday 12 February.
Meeting recruiting employers a different way:
🎯 Spotlight! – Employers share their insight to the world of work
🎯 Let’s Talk! – without the employers, explore why people aren’t working
🎯 London Challenge! – working in small groups to devise an idea to improve London.
🎯 Present London Challenge ideas to employers and gain their thoughts
🎯 Networking coffee! Chat with employers – no discussion of jobs allowed though!!!
So, what makes employers join Growing Talent and recruit differently?
Maybe…..
✅ They get to confidently ‘fish’ from a diverse, unique talent pool
✅ Get to know how applicants think, how they work as part of a team, what their passions are BEFORE the recruitment stage
Fantastic news just in from Filsan! She’s received the results of her SIA licence course last week – nailed it!!! (my words – Filsan is way too polite!)
Anyone in the security industry knows the waiting game and hurdles to complete before starting your journey in security. It’s tough right?
Filsan has shown amazing strength, tenacity and drive to complete @Growing_Talent and secure an opportunity from @CISSecurity.
An absolute role model on what can be achieved despite a challenging start to everyone standing in the same position Filsan started from.
What does the employer think who gave Filsan this opportunity?
“Supporting individuals into a career path they would of never thought of is one of the main reasons I love my job.
When I first met Filsan I knew she had the right attitude, determination and mindset for the security industry; CIS Security Limited was then able to provide support with her SIA licence and a job opportunity.
We look forward to seeing Filsan flourish within her career at CIS Security and the security industry!
Thank you Jane James for your continued support with Growing Talent and we look forward to our partnership growing further and many more success stories with this amazing initiative.” Gina, Talent Resourcing Manager
Sharing our knowledge can save others a heap of time, anxiety and money!
Picture this, I’d just been told I’d be charged a ‘restocking fee’ for returning a shower part that wasn’t needed. This ‘restocking fee’ would be deducted from my refund. The box had been opened with a blade so wasn’t damaged. None of the manufacturer’s labels had been disturbed and the internal individual items were still sealed.
This didn’t sound right to me. (Critical thinking – challenge what I’m told/think)
In my case, this 35% deduction to my refund for ‘restocking fee’ equated to £165!
This really didn’t sound right!
Running @Growing_Talent, we cover basic finance tips including consumer law, 14 day cooling off period for online purchases etc. I’d never heard of a ‘restocking’ fee. So, copious research on the internet followed.
Yep, ‘restocking fee’ is a deduction from refunds retailers make. That didn’t sound right. Oh wait – this was American sites!
I reached out to the UK manufacturer of the part I’d brought from the London retailer. They confirmed they charged retailers a restocking fee which cannot be passed on to consumers in the UK. A scan read of the UK Consumer ACT 2015 showed a 14 day cooling off period for all goods brought on line for whatever reason to be returned.
Armed with my new knowledge about ‘restocking fees’ and their use in the UK, I contacted the retailer I brought the part from pointing out, my contract was with them – not the manufacturer. Any ‘restocking fee’ they are charged by the manufacturer is their responsibility not mine. I also quoted the 2015 Consumer Act.
I got my full refund within 48 hours!
I wonder how many people just accept a ‘restocking fee’ deduction in their refunds in the UK.
That’s why I’m sharing this knowledge everywhere I can.
What knowledge would you pass on?
I share steps, tips and knowledge to enable others to know how to get things done in the workplace especially when their brains have different wiring.
Workplaces have changed a lot since the introduction of Human Resource departments following the Industrial Revolution. The term was first used by economist John R Commons is his 1893 book – The Distribution of Wealth.
Initially introduced as employment clerks, hiring daily workers their role grew to managing payroll, enforcing equality laws to now being a strategic part of any effective business.
Changes were gradual. The technology revolutions since dictate that change cannot be gradual.
Today large businesses have a raft of ED&I programmes, staff benefits and rewards, training, support with the critical thread of HR running throughout an employee’s journey with the business.
Are all workplaces, inclusive of both neurotypical and neurodivergent brains?
From what I see – the resounding answer is sadly ‘no’.
Since working professionally for the last 20 years in inclusivity, social mobility through empowerment and employment, I’ve worked collaboratively with all sizes of business and industries as well as individuals from all social economic backgrounds.
One critical piece of awareness training that seems to be missing is brain inclusivity.
Sounds a bit scary dosen’t it? So will other terminology – neurodivergent, neurotypical, Executive Functioning Delay, neuro affirmation – to name a few. However, awareness training demolishes perceptions replacing these with reality and action points.
The action needed can be very simple, cost free and inclusive for all staff.
What is the cost of not rolling out awareness training in this critical area?
Potentially:
Increased sickness costs
Loss of talent and replacement recruitment costs
Negative impact on team and therefore, cohesion and productivity
Risk to brand reputation
Increased risk of Employment Challenge
Uncapped disability discrimination compensation
As a certified ADHD Coach, I’ve delivered awareness training to managers to empower them to recognise how neurodivergence may show-up, how to approach and work with someone to give them the support they need as well as empower their team to feel included.
When delivering how to be an ally to team members, their feedback shared the content resonated with them, they gained tools and steps to use at work and home to be a true ally.
Finally, delivering 1:1 Coaching is life changing. People move from feeling stuck experiencing all sorts of emotions about how their neurodivergence shows up to discovering tools to tame it and flourish.
Here’s a few thoughts to consider for training within this area:
Cost per head is cheaper than a robust lunch from a high end sandwich shop!
Delivered virtually – minimises disruption to operations
Team inclusion and cohesion increases
Potential risks above diminish.
Yesterday was my first session of @LeanneMaskell’s brand new Neuro Affirmative course. With delegates joining from across the globe the word is spreading, the movement is rising.
Is your business part of the brain inclusive movement?
I’m not talking about the masks worn during Covid. I am talking about the mask neurodivergent people put on to try to ‘fit’ in. Working with your unique brain rather than against it, is where the start of being you begins.
Does this sound familiar?
Know what you have to do, but just can’t get started?
Can’t get anywhere on time?
Constantly forget to take your keys, lunch, chargers, cards etc when you leave for work?
Forget instructions shortly after your manager has said them to you?
Find your brain works on impulse? Whilst colleagues are working on a project, your brain has multiple ideas its chasing down?
Ruminate the small stuff – what is the right way to sign-off an e-mail?
Does any/all resonate with you?
Maybe you have your assessment but don’t know what to do with it?
Or maybe you are one of the thousands of people waiting for assessment.
You don’t have to wait to get help. You don’t need an assessment. 1:1 Coaching will help you explore how your brain shows-up at work, how it impacts you and how you can tame it.
If you are working, speak to your employer to see if they will fund Coaching for you as part of their reasonable adjustments. Alternatively, you can apply for a Government grant from Access to Work in the UK or fund the Coaching yourself.
It’s important you ‘connect’ with a neurodivergent Coach to build the trust and confidence for the journey ahead. All coaches offer a free exploratory session to see if you both ‘connect’.
Consider a certified Coach trained in the Executive Functioning framework. We are skilled in helping you identify the areas of executive functioning that impact you and exploring tools to help you tame it.
Sessions will be flexible to suit you – virtual, in person, weekly – more/less frequent, up to an hour each session usually for 12 weeks. Don’t let your perceptions talk you out of getting the coaching you deserve.
Coaching is very different to Counselling or Therapy. It’s designed to move you to a place you can thrive and no longer need a Coach.
Is it now time to start the journey to take off your mask?
CIS-Security, ISS, NG Bailey, Portico, SPS UK & Ireland, choose innovation to discover new talent for their businesses.
After a couple of inspiring weeks during which we held a getting to know each other event, London Challenge – ideas to make London better, employer spotlights – insight into recruiting businesses and managers, networking over bags of nibbles, and finally1-2-1 meetings – the results are in!
We welcome Antoinette, Filsan, Mark & Yohana to start the next stage in their Growing Talent journey – the Orientation and Holistic week! Starting Monday, we will explore workplace and life skills, effective communication, making better connections, the power of EI, understand and manage unconscious bias, even an art class!, before finishing with a qualification in the global pro active i-act (for positive mental health and wellbeing) training. Mental Health Training course aligned with ISO45003.
Check back to see how this awesome quartet gets on.
Meanwhile, over in our innovative new Talent Hub, some awesome talent who didn’t make it past the selection stage – before any judgement, some employer offers were made and declined – will collaborate and explore their journey into work, empowering themselves and learning tools to build their resilience with weekly virtual workshops starting 4.11.24 for eight weeks.
So, in 2025 – will you choose traditional or innovative to secure your new talent?
Thanks to our applicant referring organisations who also jumped into innovation to help their awesomely talented, but currently unemployed people including:
