Commitment – what does it really mean?

Commitment and integrity should go hand-in-hand.  Generationally, this doesn’t seem to hold true.

 

In recent years of running Growing Talent, I’ve noticed the younger applicants, or millennials as they are often termed seem to have an ‘instant’ mindset.  Which will not only be problematic to their future employers but to any meaningful relationship.

 

Through technology we have enjoyed instant gratification which has meant a total lack of appreciation!

 

If we want food, we can use an app and get something delivered quickly.  We don’t even need cash or a card to pay for it.  We can use our phones.  Do we appreciate that food in the same way as if we cooked it from scratch for ourselves?  Of course not.

 

Our weekly shop we can buy on line and get delivered.  Same with clothes, furniture etc.  Pretty much everything is instant.  How many times have we got substitutes in our orders we didn’t want or been disappointed in the quality of fabric etc in clothes etc ordered?

 

In addition the isolation this causes is also delivering serious problems with exasperated meal health issues.  Add in ‘working from home’ practices and these issues will only increase.  For the generations around before apps were the norm, there seems to be a better coping mechanism.  An appreciation that not everything is instant.

 

What’s prompted this piece?

 

Despite setting out criteria for taking part in Growing Talent, detailing the format and criteria in the Growing Talent Registration Form and again in the Agreement, those brought up in the instant, app for everything era – still expect to grow a career instantly!  On day 2 – despite not proving their commitment or reliability – one person continuously asked when they were going to be employed.

 

Are we brewing a generation who cannot commit, will not grow and nurture relationships instead want everything instant?

 

There is no app for an instant career or meaningful ‘real’ relationships.  These take time.  There are o shortcuts!

 

Where does it end?  Without commitment and integrity, what beholds us?

Mr Fixit!

With Growing Talent 17 in full swing, I’ve been making site visits all week.  One of the stand out ones was Delroy at Ballymore in Vauxhall.

 

Ballymore were taking part for the first time – so no pressure on Delroy to impress!  Joining the GM’s team at their Empress Gardens estate, Delroy is currently looking after the day-to-day maintenance of one building.  As a high end residential block, everything has to be pristine.

 

Located adjacent to the new American Embassy the area is developing quickly with new businesses and executive homes being built in the area.

 

Ballymore not only build residential and commercial properties, they maintain and run them as well.  Meaning customer care and relationship building are just as key to success as job ‘know how’.

 

Delroy is already being looked at for promotion as the estate is growing to nine buildings and he’s only been on site four weeks!  He’s absolutely loving it.

 

As his first job since 2010, no formal qualifications and only with the experience of running his own business, it was almost impossible for Delroy to secure the right role for him through the traditional route.  Through Growing Talent, he’s been able to showcase he is right for the role with Ballymore and changed management’s mind on the talent and potential amongst the ranks of the unemployed!  They confirmed they will recruit through Growing Talent again – great news, thanks to Delroy’s attitude and enthusiasm.

 

Delroy below in his own office complete with his own tropical fish tank for those mindful moments essential in any working day!

 

A strong career with Ballymore lies ahead for Delroy if he stays on course….. A great role model for others following him.

 

Modern Slavery & Human Trafficking – What I’ve learnt….

Today I did an online two hour course by High Speed Training – and thankfully passed!

 

The modules were broken down into clear, informative parts for the lay person.  We all make assumptions about terms such as ‘Modern Slavery’ ‘Trafficking’ ‘Exploitation’.  The misconception is this goes on in hidden areas – not in our circles.  However, key industries these issues have been found in include hospitality, fishing, factory work, food processing, leaflet delivery, tarmac, paving, agriculture, cannabis farms (these are in residential houses), domestic servitude, sex industry and criminal gangs – ATM thefts etc.

 

In 2000 the UN met in Palermo, Italy to agree three protocols.  Clearly 18 years later, the problem is still there.  So learning some possible signs and what agencies to involve has got to be a good thing.  Knowledge is power after all.

 

Learning about the tools used by traffickers, including religious beliefs, has been an eye opener.  Equally understanding and supporting someone who has experienced any kind of trauma/abuse can be misunderstood as lying due to not always being able to recall events easily or in the right order.  We must remember trauma interferes with this process – people aren’t always lying.

 

Let’s not assume.

 

If you are interested in doing this online course check out http://www.highspeedtraining.co.uk.

 

 

You know when you’ve done a good job….

When at the end of a coaching and mentoring week non-confident selected Growing Talent Associates are transformed into self-believing, confident, talented, can do people ready for the work place and beginning the journey to take control of their lives and you get a lovely card like this….

 

Isn’t this the best kind of appraisal?

 

 

New Year = New Opportunity!

At the start of 2017, there were 27 people who really wanted to change their lives and get into permanent work – but being unemployed – they had no idea how.

 

At the same time there were a number of employers including some from the world of hospitality, business moves, recruitment, data management and business services looking to add new talent to their businesses but not knowing how to confidently recruit people with knowledge of their current and future potential as well as their commitment and reliability.

 

Growing Talent is the bridge between the two.  A supported journey for both sides to evaluate the other delivering sustainable recruitment and no surprises!

 

All 27 people mentioned above at the start of 2017, completed Growing Talent and went into work.  Their employers were confident they had the right match for their roles, teams and business.

 

To date, Growing Talent has seen 121 people from diverse backgrounds go into permanent jobs changing their lives and their employer’s perception on the talent that is missed in the ranks of our unemployed population.

 

It’s so difficult ‘selling’ your skills and potential on a faceless cv.  It’s even harder if confidence has dropped due to unemployment.  Some of the success stories of Growing Talent below………

 

Richard – mid-30s and never worked.  Dropped school at 15.  Secured a role with Harrow Green – still working there almost 2 years later.

 

Dan – a graduate who didn’t know what career he wanted.  Joined a front of house team on a corporate site as a Welcome Host.  18 months later – on their fastback programme progressing to team leader.

 

Chris – a little over 3 years ago, had a series of temp jobs in retail and some volunteering.  Was unwell with depression.  When asked why he should be given a chance on Growing Talent, he replied ‘I honestly don’t know’.  He joined a business solutions organisation on a corporate site.  After two years he moved to a hotel reception role and is now Supervisor there  managing a team!  He’s also started a degree course in his spare time.

 

If you are looking to get into work in 2018 and don’t know how – check http://www.growing-talent.co.uk.

 

As an employer, if you don’t recruit through Growing Talent, do you want to continue missing out on great talent like Chris, Dan and Richard?  It costs nothing other than time, open mind and commitment.

 

What are you going to change in 2018?

Unacceptable Stats

It’s shocking to read BiTC’s report on mental health in the workplace 2017 – link below.  The feature photo shows two startling facts BiTC’s report has uncovered.

 

https://wellbeing.bitc.org.uk/all-resources/research-articles/mental-health-work-report-2017

 

Have we learnt so little?  For employers there is a huge positive hit to their bottom line when they address mental health in their business but raising awareness and delivering training.  As a Mental Health First Aid Instructor I know businesses are doing more.  Let’s consider some stats from MHFAEngland:

 

  • 31% of staff said they would leave their current job if stress levels didn’t decrease in the coming year
  • 70 million sick days are lost to mental health costing UK plc £70-£100bn
  • Presentism – underperforming at work due to mental health issues costs £15.1bn to UK plc
  • Awareness, training and openness on mental health in the workplace decreases the risk of being sued
  • Legal obligation – mental health issues including self-harm are protected under 2010 Equality Act.

 

We have evidence that suicide is thankfully reducing even though it’s a slight reduction.  The ratio remains three times more men than women complete suicide,   Clearly there is a lot more work to be done for both business and us individuals.

 

Can hearts and minds be changed quickly enough?

 

 

Is it too good to be true? Actually no – it really is free…….

‘How do you recruit the perfect candidate without incurring any cost?’

‘How can you be confident your potential new hire is right for your role, team & business’

Answer:  Growing Talent

Growing Talent is a business led and funded initiative to bring the unemployed and employers with permanent London-based jobs together.  Over a 12 week, mutually mentored period each gets to know the other well resulting in confident recruitment.

 

With four programmes planned for 2018 – who not get involved?

 

GT16            17 January 2018

GT17            18 April 2018

GT18            18 July 2018

GT19            19 September 2018

 

For more information, checkout http://www.growing-talent.co.uk.

 

Gig Economy – here to stay?

During 2017, there has been a growing concern on the status of those working in the ‘gig’ economy.

 

On paper, the flexibility to work when you want with no responsibility sounds good – especially for students/those who aren’t the key breadwinner. Not so good for those people who are the key breadwinner or this is their only source of income.  ACAS and many other employment organisations have been struggling on flexibility vs protection of workers for sometime.

 

The gig economy includes courier drivers, fast food delivery cyclists,  even those working for large national courier companies.  These people have to be ‘self-employed’ sometimes provide their own transport/clothes and provide cover if they are sick and can’t do their shift.  They work on an ‘as and when required’ basis but this can sometimes mean companies won’t give them any work for a considerable amount of time.

 

How can people pay rent/mortgage, feed and clothe themselves if they never know how much money they will have at the end of the month?

 

There was a huge surge of negative public opinion over zero hours contracts and again when the Chancellor of the Exchequer tried to bring in raised taxes for the self-employed.  It seems as though the ‘gig economy’ is just a more palatable term for ‘zero hours contract.   Is it right in a country that prides itself on inclusion that people have to work without protection/commitment?

Read more………………….

Workers confused and concerned about employment status, claims Acas

 

 

 

 

Real Apprentice meets Growing Talent

Left – right in the feature photo above are Leo, Bodrul, Steve (team manager) Asher & Ash……

 

During a site visit to see how Asher was progressing on Growing Talent 14, I discovered what a very small world this in!

 

As part of the Rapid Response team based in this prestigious Global Financial Services Firm located in Central London serving over 2,000 staff, Asher has to hone his customer relationship skills to ensure his job is done efficiently and smoothly.  Leavers, joiners and ‘hot deskers’ mean locations constantly change so ensuring goods ordered are delivered to clients efficiently bring daily challenges!

 

As Growing Talent has been running a number of years now, most new Associates have the guidance of a member of the team who came through Growing Talent themselves and know exactly how they feel.  Not only does Asher have Zac from the last programme but also has the support of Leo and Bodrul who joined the team many years ago on the Real Apprentice – forerunner to Growing Talent.  It was great to see the guys still working, saving and making plans after all this time.

 

What a small world……….

Personal Evaluation – Good or Bad Thing?

Traditionally, this has been carried out as an annual appraisal.  Usually, these are looked on with trepidation.  The build-up to the day, the 1-2-1 meeting and ultimate judgement on your performance.  Hopefully, it goes well…………. If it doesn’t you end up deflated.

 

As a trainer, I’m evaluated by every participant on every course.  This can be hundreds of evaluations on me every year!   Part of my business is encouraging the unemployed into work.  Supporting them as they overcome issues and doubts along the way.

 

Often, I’ve very lucky to get thank you gifts once people have gone into work and received their first salary.  This endorses my performance evaluation as it’s often a month or two after completion.  It’s really humbling to know I make a profound difference to people who I know will go on and support others.

 

Flowers & chocolates above from Unity & Co – aka Zara & Nabiha Growing Talent 13……..

 

In addition to Growing Talent, the employment programme I devised and run sponsored by PwC, I’m a Mental Health First Aid Instructor and Wellbeing Instructor.  Participants evaluate each course as well which is shared with hiring clients.

 

On reflection, I believe it’s much better to not wait until an annual appraisal to find out what others think of you professionally but ask along the way – ‘how am I doing?’, ‘is there something I could do better?’.

 

Giving ourselves the opportunity to reflect on what we do right and what we need to improve, make us much better human beings and work colleagues.

 

 

 

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