Welcome……………

Meet the latest accredited Practitioners in the global I-act Understanding and Promoting Positive Mental Health and Wellbeing course.

With over 50 tools to use on themselves and those around them – at home and work – coupled with the steps to consider in having a conversation on emotional pain – and how to compose boundary statements to always stay safe – all are now empowered to recognise a change in someone, start a conversation, enabling them to get the help they need and deserve whilst ensuring personal safety.

Delivered in four hours virtually – the course is ideal for any work environment across any industry.

How psychologically safe is your workplace?

Tell them…..

In these economically critical times, investment in the right training is crucial. Selecting a training programme that meets your employees needs’ to maintain their optimum wellbeing levels is clearly a ‘no brainer both for them and your business’.

But how do you know the training you’ve invested in meets the desired goals?

Well, first you have got to ask your delegates to give their robust and anonymous evaluations, but as delegates, we have got to tell our employers and instructors what we thought – even when we aren’t asked . It’s the only way, training will be effective.

Next time you are on a training course, don’t wait to be asked your thoughts on the content, tools and instructor……

tell them!

Thanks Linzi & Carolyn….

An amazing, energised webinar this morning arranged and hosted by Linzi and Carolyn of Military Coworking Network to introduce Military Reboot.

This awesome organisation set-up for and run by partners of serving armed forces personnel to empower them to have independent professional lives alongside their military life.

Military Reboot aligns well with this mission. Collaborating together on a week long journey of workshops including finance, wellbeing, nutrition, communication, assertiveness, and the accredited, global @ Iact_training course. Coupled with robust manuals for onward learning, Military Reboot’s goal is to empower, reveal and release that hidden, sometimes invisible talent all partners have..

Lots of interaction from the audience, especially Lucy and Vikki.

Our inaugural programme commences 16 January 2023.

Deadline for applications is 2.1.2023. If you are a partner of someone serving in our Armed Forces – why not take up this free opportunity?

As one chapter ends – another begins!

After a full-on orientation with Lee and Lily on Growing Talent 31 they ended this stage of their journey by completing the global, accredited, workplace designed Managing and Promoting Positive Mental Health and Wellbeing course.

The orientation chapter of Growing Talent’s 31st programme is now completed and a new chapter begins – their mutual test drive with their respective employers to see if the permanent role ring fenced for them is a great fit for both parties.

Check back to see how both get on with #Honeywell and #ISS.

Control what you can!

Unusually the office was pretty oppressive. The blinds and curtains had been drawn to reduce the pressure on the air con system in the current heatwave.

Mindful of the fact we can only control ourselves, we decided to hold our finance workshop outside in the shade!

Of course we followed this up with a wellbeing window of sketching a piece of the London skyline!

After a week of full-on learning and qualification in Managing Positive Mental Health and Wellbeing, Luiz, Manny and Haajarah have a free day today to relax and reflect before going to their respective employer sites for the in-role training section of Growing Talent.

Haarajah joins Pedro and the team at Pertemps in Holborn

Luiz joins Aiste and the team at Portico across their London sites

Manny joins Michael and his team at ISS Facilities Services in London

We wish them all a fabulous time of growth and connection ahead.

Knowledge is Power!

Yesterday saw the final delivery of @I-act Managing and Promoting Positive Mental Health & Wellbeing of the year!

Now the team of managers have tools and knowledge to enable them to increase their own self-care and those around them in the workplace – ‘I can and I will’ is the new mantra!

Designed specifically for the workplace, I-act Managing & Promoting Positive Mental Health and Wellbeing is proactive and accredited by the Royal College of Psychiatrists. It teaches over 50 tools for self-care that can be used in supporting those around them as well. Proactive – early intervention leads to a quicker recovering. Learning when to start a conversation, how to prepare for it, techniques to ensure the individual feels validated and supported to identify their own solution, setting personal boundaries, assessing levels of interventions including suicide builds confidence in the workplace leading to a much more positive workplace.

What’s not to like?

Ignoring something doesn’t make it go away


Yesterday I had the honour of playing a small part in new trainee instructors for @i-acttraining on their journey to become accredited.

Delivering the Managing and Promoting Positive Mental Health and Wellbeing course to them and some insightful managers joining to upskill themselves in this critical area is always insightful. This session more so than others.

Learning how different workplaces still have a deficit in understanding, analysing and recognising the emotional culture of their environment, the emotional intelligence of their teams – tops to bottom – and the wellbeing of all staff has been an eye opener over the many years I’ve worked in the strategic area of personal growth.  

We all recognise Covid has added additional pressures.  These pressures are more amplified and dangerous where there has been no examination of emotional intelligence and workplace culture nor effective well-being tools taught.

Over recent months I’ve heard heartfelt concerns about the toxic workplace cultures, lack of empathy and focus on staff’s wellbeing some delegates have expressed.  

These concerns are even more stark when the delegates are from charities, often working through their lunch, exhausted and running on empty to satisfy their leaders working well away from the ‘front-line’. Wait for it, many are volunteers – not paid but exhausting themselves because they care so much about the end user.

What jolted me yesterday was a delegate from a regional control centre for the ambulance service sharing the results of a survey carried out in their area.  77% of respondents from the service said they were experiencing mental ill health issues, feeling demotivated and running on empty. What’s more telling is a further 10% refused to answer those particular questions around their health. So it’s reasonable to believe 87% of the ambulance crews in this region feel like this. Just reflect on that for a moment.

We are told often the NHS is facing it’s biggest pressure ever due to Covid, winter etc.  We can talk about mis-management, underfunding and so on – issues that have likely been present for decades. We hear so much about this that we become numb to it ‘the NHS has been like that for years’.  That may be true – but reflect on those frontline staff we all depend on in our own emergency situations experiencing similar to what the delegate shared below.  

But here’s the thing, this delegate shared that none of their colleagues have time to practice their own self-care.  They eat fast food continuously because it’s a case of what can they grab quickly in the few minutes they might be able to snatch in between ‘shouts’.  There is no time for ‘fun’ in the workplace.  Every work place should have fun in it.  @i-acttraining is great at teaching well-being windows we can all do that nurture our wellbeing and build our resilience levels, clear our minds to enable rational thought and deliver the energy needed to get through the shifts. These can be done alone or as part of a team and cost NO MONEY but deliver so many benefits.

The delegate was fired-up at the end of the session to take back the critical learning to their managers. 

All workplace cultures have to change.  Energy and investment should be aimed at staff – they are the ones looking after your end clients.  If they are feeling exhausted, demotivated and devalued – newsflash – you clients will feel it and go elsewhere.  Your business and profits will suffer.

I personally don’t want an ambulance crew turning up when I’m in the most awful situation of my life knowing they are running on empty and suffering themselves.  Do you?

Nor do I want to interact with anyone I am buying products or services from who are also exhausted.  Do you?

Richard Branson on being interviewed many years ago on how he made Virgin such a success said something like “I don’t focus on my clients.  I focus on my staff.  If they are in a great place, they will deliver a great service to my clients” Fabulous insight.

Focussing on budgets, deadlines is what the NHS, and may businesses have done for years.  

Where would they be now if they had focussed on the emotional culture of their workplace, the behavioural impact of their management on teams, the wellbeing and self-care of all their staff?

Keep doing the same thing will only deliver the same results.

Is now the time for workplaces – ALL workplaces – to do better and differently?

So where to start?

You can’t change what you can’t see.  So stop ignoring, take the blinkers off and investigate, assess and deliver. It’s the only way to be sure your business and teams are thriving, not just surviving.

Investigate – carry out an Emotional Culture Index of your workplace. It’s quick, easy and gives an overview of exactly how your staff feel, compared to how they expected to feel in their role and their ideal level.

Assess – carryout Genos Emotional Intelligence Assessments – the only tool that focuses on development through coaching sessions to achieve closure of gaps revealed in behaviours,

Deliver – Rollout the @i-iacttraining Managing and Promoting Positive Mental Health and Wellbeing training to all staff managing people.  There is an equivalent role for non-managers Understanding and Promoting Positive Mental Health and Wellbeing.  Both courses deliver over 50 self-care tools which can also be used in supporting others, as well as training in how to implement self-care windows through each day. Accredited by the Royal College of Psychiatrists and delivers CPD points.  This is a global product which can be run anytime, anywhere by the same instructor giving uniform delivery of this bespoke, proactive product.

The Ambulance Service is not the only workplace experiencing issues of mental ill health, exhaustion and demotivation.  How long before those issues bubbling away under the surface, being ignored erupt?

Here’s a thought to finish with – what will happen to your business if you put your people first instead of deadlines and profits?

Why keep doing the same old same old?

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?

Ever had that sinking feeling because you’re missing something?

Something I’m trying to get better at is gardening. Like many others, growing up I never listened nor showed interest in grandparents trying to teach me about growing fruit, vegetables, herbs etc. For them, they learnt out of necessity – food was still scare for them growing up.

Looking back, I don’t doubt they also got a lot of calmness, wellbeing and resilience from their planting and of course harvesting even if these weren’t the primary reasons they gardened!!!!

For the last 20 plus years, the voices for environmental wellbeing, impact on the world of wrong types of food productions, water consumption etc has been a catalyst for many to embrace gardening. For some, it’s the mindfulness nurturing plants, tending soil etc. Others want to save on their food bill and /or teach their children where food comes from.

The arrival of lockdown saw many start tending their gardens, balconies and/or window sills as their previous routines had evaporated virtually overnight.

Whatever the reason, the joy of growing something, especially from seed, seems to lighten the spirit no matter the age or background. Like laughter, gardening seems to be a universal medicine.

Personally, I’ve never been that successful growing vegetables from seeds. Either I get a frail, shrivelled seedling that doesn’t mature or nothing at all.

The universal ‘go to’ now is the internet. YouTube is perfect for step by step guidance in many things from plumbing to gardening. Here I learned about a method to increase germination of seeds to help growth. Using a mixture of 1:10 hydrogen peroxide to water mix, dampen some kitchen towel and wrap the seeds in this before placing them into a plastic bag for two days. The film showed not all seeds would germinate but most would. It seemed worth a try. The only thing was no hydrogen peroxide. I had that sinking feeling. So I went with just water and it worked!

The reason for sharing this is to show just because you haven’t got all the ingredients for something, you can improvise and still get great results.

Don’t let any ‘sinking feeling’ deter you from trying.