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.
I’m so excited by the increase in numbers of interested applicants referred by #JobCentrePlus#London driven by Anna and her team.
Humans make assumptions based on labels without challenging these thoughts. This can be crippling especially when in the recruitment field. Employers can miss out on innovative, new diverse talent and individuals can miss out on job opportunities that literally have the capacity to change their lives.
Some of the assumptions I’ve encountered over the years by unenlightened employers include:
‘single parent’ = unreliable ‘unemployed’ = lazy ‘homeless’ = too much trouble
Equally, unemployed people often make assumptions:
‘I can’t’ ‘I don’t have the experience’ ‘I’m not worthy’
Growing Talent was designed to remove these assumptions making a level playing field for employers to grow their own talent in situ before confidently hiring and for individuals to be seen for their talent and potential – not their label.
This process has worked for over eight years – including during the Covid years because of CCD. Communication. Collaboration and Drive.
Listening to and supporting both the employers and unemployed participants, joining the support of work coaches at JobCentre Plus, mentoring 24/7 throughout the journey has seen over 178 people from diverse social economic and cultural backgrounds secure permanent jobs and change their lives – literally.
Employers have secured diverse new talent and the positive impact this brings without the shackles of traditional recruitment methods.
The 29th programme of Growing Talent kicks off with 72 interested applicants joining the information session tomorrow.
Catching up with Florence over the weekend, she shared with me Suaad had discovered these Gulp Jugs for sale and now the fabulous Growing Talent trio – Florence, Ella and Suaad are going to buy one to commemorate their time on Growing Talent.
Why is this a big deal?
Whilst I’m proud these empowered, dynamic women loved the learning and confidence building of our week together #orientationand #holistic prior to going on their employer’s site & have used the knowledge consistently to the extent they want to remember it always …… I DISLIKE INTENTLY these jugs!
My mum had one for years which I complained about every time I went round. It was, in my view ugly and an awful shade of green. She threatened to leave it to me – which she did! I was amazed to sell it at a boot sale for 50p (I couldn’t believe someone would pay any money for it!).
Fast forward 10 years to Growing Talent 28th Orientation and Holistic week at etc venues in Fenchurch Place. What do they use for water jugs? Oh yes! I was confronted by a sea of these gulp jugs which Ella, Florence and Suaad thought hysterical!
What’s the message of this tale?
For me, anything that evokes memories of fun, collaboration, growth, empathy and kindness has got to be good….. even if it’s an awful gulp jug!!!
It’s so grounding to work virtually with people from different countries and cultures to learn how mental health is viewed in their countries.
This week, I had the honour of delivering the global, accredited I-act Managing Positive Mental Health and Wellbeing to delegates from China, Taiwan, Korea and Germany.
All highly engaged, sharing their experiences and insights into how mental health is viewed in their Home Countries. One thing is clear, people the world over are passionate and proactive to learn how to maintain optimum positive mental health whilst raising their awareness and confidence in supporting those around them.
What made the event even more special, was all delegates undertook the course as part of their journey to become an accredited I-act Instructor within their business.
The word is clearly spreading.
Positive mental health is critical not only to individuals, but to families, communities, businesses, economies – in fact, everything!
Its essential employers do everything possible to ensure their workplaces – physical and virtual – are operating at peak wellness and wellbeing especially with the nearing post covid era we are entering – emotions can be in turmoil.
Delivering training on how our behaviours impact those around us (Emotional Intelligence), how to communicate and collaborate effectively, how to build a resilient, productive environment where individuals at all levels learn skills and tools to look after themselves – and those around them – is critical in these constantly changing and uncertain times.
Where to start? We can overthink and procrastinate for ever trying to identify the ‘perfect’ solution but end up not actually doing anything.
Working during Covid has been a unique experience for everyone depending on their own particular situation. Not everyone has worked from a safe home with its own garden, financially secure with a solid network of support.
Coupled with this is everyone’s unique level of resilience. This is a key area for employers to look at as it directly impacts their business, brand reputation and bottom line. How to give some tools to ensure their people know their level of resilience, how to increase it and thereby be more able to deal with the curve balls life throws.
Having delivered many accredited courses and my own bespoke workshops in this critical area over many years, i-act is the most effective, robust commercial product for staff and their businesses on the market in my view. Why?
Quick deliver – 4 hours – delivered virtually making it accessible for hybrid workers across the globe
Robust, easy to access 168 colour co-ordinated manual, containing over 50 tools for self-care and 95 referral organisations. Digital version also available.
Accredited by the Royal College of Psychiatrists and carries 3 CPD points -for delegates
Accreditation lasts three years with access to I-act’s website for news, updates and downloads
Designed specifically for the workplace
Proactive – not reactive. Focus is on early intervention, building resilience
How to set and maintain personal protective barriers
So much more!
Collaboration and learning together is the best way to grow. Some of the key findings delegates shared on recent courses from diverse industries and levels of seniority include:
“A complex topic nicely categorised by the book and the ‘I-acted’ approach – so ordered, accessible and useable”.
” The self-care and wellbeing advice and activities was a key takeaway for me. It has given me more concrete ideas of where I can improve, particularly as someone who has a diagnosed mental illness.”
“Learning the simple scale tool to start a conversation was my standout. I will definitely use this going forward.”
“From some of the past support I’ve given my team, having the opportunity to understand more about some of the classifications of mental ill health was really helpful.”
“Learning how to ask the suicide question really helped me, It’s a difficult subject”
It seems to me the title ‘First Aider’ gives the impression delegates are ‘qualified’ to deliver first line intervention. This isn’t always the case. The emotional intelligence to speak to others at the time of emotional vulnerability whilst looking after yourself is critical and not something everyone can do naturally.
Yet, many employers don’t assess their employees before putting them on these kind of courses. Are they in the right headspace to do this kind of course? Do they have the communication skills to support someone else? Do they have the insight to know when to get involved and when they need to pass it on to protect themselves? Do they make their self-care a priority? It seems to be more a ‘tick in the box’ exercise. How much damage could that potentially do to both parties – not to mention brand reputation of the business?
I’m often asked what I would do if I wanted to make sure my staff and workplace thrived – not just survived. I would use a journey of steps – ensuring collaboration with staff at every step:
Step one – discover what the emotional temperature of my workplace and people is? To know and not just assume where the pressure points are I would run an Emotional Culture Survey. A quick survey which takes just a few minutes to complete online and examines 10 key areas of pressures across all departments and levels of staff giving results in minutes.
Step two – workshop to understand the impact our behaviours have on those around us which we may be completely unaware of but this impact can last years. Not an issue if that impact is positive – but what if it isn’t?
Step three – run the developmental, global Genos Emotional Intelligence assessments across all levels of staff for them to see any gaps between the level of importance of six core competencies and the level of demonstration raters see followed by coaching sessions to enable them to see insights, actions and benefits leading to stronger 360 connections and increased personal development.
Step four – deliver I-act – Managing and Promoting Positive Mental Health and Wellbeing – for line managers and Understanding and Promoting Positive Mental Health and Wellbeing for non-managers. Both deliver the key tools noted above.
Step five – run continuous workshops, discussions, fun events during which work is not discussed. Instead focussing on empowering staff to break the stigma and fear our emotions can have by talking without fear about emotions. In addition have fun getting to know each other as humans working together who have lives outside of work not just colleagues doing a job.
Now, we can see the light at the end of the tunnel. The Government has announced the end of restrictions in England next week.
Is now the time to start preparing your teams and workplace to thrive?