@BenMachell’s piece on office etiquette caught my eye yesterday.
Humorous, but with a potential sting in the tail for all workplaces!
We’ve all worked in environments where Ben’s examples have been present.
I can’t count the number of times I’ve gone into a corporate toilet only to hear a phone call taking place in a cubicle interspersed with the noises of bodily functions – you get the picture.
Or the times my personal space has been invaded with over the shoulder peeks at my screen – not a good idea considering my specialist areas of mental health and wellbeing!
Ben’s opening piece on the recent precedent set at an Employment Tribunal illustrates how workplaces can be landmines of offence without critical thinking.
Nadine, a recruitment manager won a case of unfair dismissal after greeting her boss three times only to be deliberately ignored each time. The ET Judge ruled this was unreasonable and likely to undermine trust and confidence. Of course we don’t know the whole context of this case.
One glaring thought hit me, what if one of the parties was neurodivergent?
The Hyperactivity part of ADHD (Attention Deficit Hyperactivity Disorder) is misleading. There are multiple different types of ADHD and the impact will be unique to each individual. Consider someone who experiences ‘Hyperactivity’. This isn’t visible on the outside, it’s often the chaos of multiple racing thoughts on the inside.
While speaking with someone who is ADHD and experiences hyperactivity, they can look as if ‘they have zoned out’ when in reality, their impulsive brain is chasing down a thought they’ve just had. Would they be at risk of a challenge at ET if they didn’t respond to greetings?
Do we automatically jump to ‘someone has offended us’?
Or do we challenge that thought and check with them first to make sure our thought is fact and not just our thought?
Speculation is rife in the media – which must cause amplified pain to those closest to Liam.
Did he fall or jump?
No one will ever be 100% certain.
What is 100% certain is ADHD carries a higher risk of suicide.
Why?
The pressures of living and working in a neurotypical world when your brain is neurodivergent are intense. Add in the Impulsivity element of executive functioning many have coupled with alcohol/drugs, the decks are stacked against anyone thinking things through when intense pressure hits.
Workplaces have long been aware of the need to train their staff in mental health and wellbeing, how to build their own resilience and awareness to recognise and deliver first responder steps to colleagues. Indeed, global proactive courses are well established and known. We even have an international standard – ISO45003 for workplace psychological safety!
Is that enough?
I don’t believe it is.
Why?
Humans have one of two brain types, which means every workplace does too – neurotypical or neurodivergent.
Symptoms of neurodivergence can be interpreted as ‘bad behaviour’ or ‘attitude’ potentially leading to all sorts of issues including loss of talent, team impact, ET challenge, risk to brand reputation and compensation. With waiting times for assessments runing into multiple years, coupled with a lifetime of masking, individuals may not realise they are neurodivergent.
So, what else can organisations do?
Raise awareness of the difference by rolling out training for all.
Raising Awareness of ADHD for Managers – what you might see, what you might do, legal position in the UK
How to be an Ally – how to support your neurodivergent colleague
1:1 Coaching for your neurotypical team members enabling them to identify how their ADHD shows up and how they can tame it.
As an ADHD Coach, I’ve been running these sessions in various workplaces and seen the positive difference made. Indeed, many managers realised their own neurodivergence in the training. Others could see traits in their teams and families. All gained clarity on what they could do.
Cocktails, for me, should be visually exciting and have discernible flavours.
Songs and films are incorrect – although potentially great titles!
Cocktails is potentially correct in the right coffee brewer’s hands! Read on.
They are just some of the awesome coffees on display at Extract Coffee London just off Bermondsey Street.
I’d been invited by @Growing_Talent’s sponsors to pitch the programme and additional resources on ADHD, @I-Act and general team empowerment training to their supply chain held yesterday at this London gem!
Arriving early, as usual, Veena gave me 1:1 insight into Extract’s beginnings, their credentials, their partners – at home and across the globe, their connections with organisations focussing on enabling those who need it to close their own social mobility gap through skills training ready for the world of employment. Which led nicely on to the science of coffee.
You may have heard of WSET – home to the Wine & Spirit Trust – whose qualifications are sought after by the hospitality industry as well as individual wine enthusiasts. Did you know there is a science to coffee too? I absolutely didn’t. I was shown the various different beans, how they are produced by farmers and used in Extract’s coffee in different ways.
Did you know the mainstream coffee shops use only one type of coffee bean?
Some coffees are great for gut health and have a lot of fibre in – who knew!
Seeing the areas used to train people in the diverse world of coffee production, learning the different careers available and the industry awards on offer showed the passionate, social inclusion core of Extract Coffee – and the public can even buy their unique coffees and teas on line! Amazing.
The pitch to the supply chain went really well with lots of questions and engagement.
After the team – including award winning Chloe – showed how coffee can be used in the composition of cocktails and mocktails. Of course, I had to try the martini! I love a fancy glass.
Check Extract Coffee out online and make a difference whilst enjoying your unique cup of morning coffee
For employers, time is money. Spending their time wisely can gain them financial added value in the future.
For the unemployed time spent looking for a job they can grow into a career, can weigh heavy on them. The longer they are unemployed, the more invisible they can feel.
Growing Talent is coming to Birmingham City Centre in February.
What does that mean for employers and the unemployed?
Our 10 year track record of success, tells me the difference Growing Talent can make to the businesses and people of Birmingham can be mind blowing!
Let’s take a closer look at some key highlights:
Funded by private business. We are not dependent on Government, local authority, JobCentre Plus nor charity funding. Which means when those entities are under financial pressure, Growing Talent is not! In addition, we can collaborate without any organisation we are working with feel they are at risk of ‘ double funding’.
Disrupted traditional recruitment tools. How can you showcase your skills, ability and future potential to an employer when your self-esteem is through the floor because you are unemployed? That is of course if your cv/application form gets you an interview.
Equally, how much hidden talent are employers missing because they can’t see the hidden talent within? Either from a cv their sifting software has missed because key ‘buzz’ words were missing or because the person sitting in front of them was overwhelmed with imposter syndrome they could hardly speak? Therefore, we’ve banned resumes and formal interviews. Instead, we have speed dating and 1-2-1 chats.
Mentoring – How often do employers get a mentor for the journey their new recruit is with them? I don’t just mean the initial period of onboarding where a portion of any recruitment fee paid can be refunded. I mean for the months and years that employer wants to keep their mentor connection. At no cost of course.
Equally, how often does the unemployed applicant get a free mentor to guide and encourage them through the process of Growing Talent and beyond if they are selected for an opportunity by an employer? We have mentored people long after they have secured their role and developed their careers.
Unique collaboration – from day one, we have collaborated with diverse organisations giving their local communities access to opportunities they wouldn’t usually have gained in a traditional recruitment route. Resources and expertise are shared so that no one feels alone. JobCentre Plus has been a steadfast collaborator of Growing Talent since day 1.
Higher retention – our robust orientation and holistic week ensures new talent already feel empowered and have a sense of belonging with their new employer before they step on site. This gives a solid foundation for the employer/employee relationship to grow.
Confident, risk free – what’s not to like? Our unique collaboration enables both employers and new talent to know the match is right for them before formal hiring. There is no financial hardship for the new talent who retain their benefits, has their travel paid by JobCentre Plus, gains life and workplace skills as well as an accredited qualification in mind health in line with ISO45003 and is paid by the employer for the in-role mutual evaluation period of the ring-fenced permanent job on offer.
So, really, what is not to like? Applicants are over 18 (no upper age limit), have right to work documents or Government issued share code in place and are able to undertake a permanent role.
Participation is neither automatic nor mandatory, But if the match is right, what magic can be made!
Deadlines:
Employers, register your interest by 15 February.
Unemployed applicants able to travel to Birmingham City Centre – register your interest by 21 February 2024.
Now this might see an odd post for this platform, but stay with me. I’m not just talking about bins!
I’ve just dropped someone at our local station and was amazed at the amount of people in all types of housing locally – affluent and affordable – who put their bins, paper recycling and food waste out ready for collection last night.
They did this knowing there were powerful storm winds around and, in our area, collections don’t start until late morning.
Result of this behaviour, drivers had to dodge various bins and debris across the road.
An accident will likely happen as drivers try to avoid these hazards. In addition – who is going to pick-up the litter/food waste that’s blown around?
It got me thinking if this was general thoughtlessness or just don’t care attitude?
What’s the result when these behaviours reach the workplace?
Acting without thinking of the potential consequences can impact others negatively leading to friction/conflict.
If it’s a ‘just don’t care attitude’ how would you feel if others mirrored your behaviour to you?
What do you think?
Are we becoming more thoughtless or just don’t care?
Currently unemployed? Live in Birmingham? Able to get to the City Centre? Over 18 ? (no upper age limit) Have Right to Work documents in place or Government share code? Want to secure a role where your employer will invest in your training and development? Looking for a job you can grow into a career?
Why not consider applying to Growing Talent?
We are coming to Birmingham City Centre for our information and application event on 26 February 2024.
If you are interested in attending, send an email to jane@thejjc.net stating the area of Birmingham you live and the JobCentre Plus office you come under.
Alternatively, you can speak with your JobCentre/Work Coach direct.
Growing Talent is not a Government programme. You cannot be mandated to take part nor are you automatically given an opportunity.
A business funded initiative, Growing Talent brings together insightful employers, JobCentre Plus, West Midland Combined Authority, community partners and you – currently unemployed talent.
Deadline to register your interest to participate is 21 February 2024.
A shoutout to the legends Lasse & Simon of Pilgrims Risk Management Group!
Highly supportive employers of @Growing_Talent in London, today, they immediately agreed to participate in our planned February programme.
Unemployed people can often have a stereotypical view of the work corporate security entails and decide it is not for them without understanding the reality of the opportunities available.
It’s a myth that Corporate Security is about BRAWN!!!
The reality is so much more than many think.
A spotlight on customer service, empathy, communication, awareness of the behaviour of others, working with the team to resolve any issue to deliver a seamless service to the client, staff and visitors, and so much more.
It’s an industry which Lasse describes as open to anyone who enjoys customer service and has a willingness to learn.
Whilst he and Simon offer jobs, the diverse career opportunities within the world of security are there for the taking so you can build a long, diverse career in this industry.
You don’t need experience in Security more an interest in people and learning.
Watch this space to see how Growing Talent in Birmingham progresses!
In business we work with diverse people from all backgrounds. We may not always know what they are dealing with.
Having worked with many awesome people over the years in my professional life, it’s clear how little we are really taught about neurodiversity and neurodevelopment issues.
Yet a little awareness in these areas can make a huge difference. Whether we are working with adults living with these issues or parents whose children are going through assessment – which can take a painfully long time.
Dr Stephen Shore gave, for me, a clear message not to judge everyone the same when he said “If you’ve met one person with Autism, you’ve met one person with Autism.”
I often do short online courses to learn a little more to support those around me better. A couple of months ago I did ADHD Champion – an awareness course to learn more. I was amazed at how much I didn’t know. Leanne Maskell is a fantastic advocate for ADHD and set up the ADHDWorks charity to raise awareness.
Today I finished a three hour course on Autism Awareness run by Vital Skills. It was easy to do these courses in parts fitting in amongst my ‘day job’.
Each has given me impactful knowledge and tools to enhance my day job.
If you are looking to raise your awareness, why not check out some online learning?
Whether I am delivering I-act, or workshops on communication, conflict identification and management, making better connections, building an emotionally intelligent team, empowerment, career development or running Growing Talent, I always lead with kindness and I share the power of doing this with all delegates.
Whatever we say or do, only we know our intention behind that. Those we are speaking with, don’t. They may receive a completely different message based on how we’ve made them feel.
It makes sense in every area of life – work and personal – to lead with kindness.
We don’t always know what someone is dealing with in their life nor the impact it’s having on them.
Leading with kindness enables us to stop, think and empathise – building better workplaces and relationships with little effort or cost.
I was blown away yesterday after speaking with a delegate who had attended one of my I-act courses just over a year ago. They took time out to send me this lovely email (edited to protect them and their organisation).
If anyone doubts the power of kindness, give it a try. The results will astound you.
Our final Growing Talent programme of 2023 reached the next stage with the commencement of the Orientation and Holistic Week.
As a result of employer requests, Gabriel has found himself in the unique position of being the only one on this section of the programme. The first time this has happened in 10 years Growing Talent has been running!
Rising to the challenge of collaboration a different way, Gabriel has embraced this unique experience which ended today with a meeting with Lauren – his soon to be line manager!
Still smiling and laughing – that’s a great sign of things to come!
With Workplace nailed, tomorrow we commence the Holistic section.
