Can London-based employers afford to ignore this unique opportunity to identify, grow and hire new talent?
At @Growing_Talent we’ve ripped up the traditional recruitment rule book.
Our selection process involves speed dating, a 1-2-1 meeting and minimum four week in role mutual evaluation removing assumptions whilst delivering confident matches.
With almost 10 years history of success on our collaborative journey, almost 200 people from diverse backgrounds have secured roles they have since grown into amazing careers.
Every employer who has taken part, said they would not have recruited their talent via traditional recruitment methods.
Our next @Growing_Talent is open. Deadline for employers to say they wish to fish in our talent pool is close of business 14 July 2023.
Why not DM me for more information on how Growing Talent could work for you?
…Talking about a proactive mental health and wellbeing programme which delivers first responder steps, is accredited, delivers 3CPD points is available in 11 different languages – why would employers choose anything less?
No, I don’t know the answer!
Do they think other programmes deliver more? Have they done a comparison? What is their goal in rolling out mental health and well being training – just a tick in the box? or do they want to really make a difference to their employees and business?
Without answering these questions, the wrong choice will be made.
Early this morning, I had the pleasure to work with delegates based at diverse locations from the same global employer on their journey to become in-house #I-Act instructors. At the end of our session, all became accredited in the manager version of I-act and continue their Instructor training.
I-Act Managing and Promoting Positive Mental Health and Wellbeing can be delivered to global employees at the same time. No need for country licences. All get a uniform experience enhanced by learning what is going on in different countries within their business from peers.
There is a non-managers version available for those who do not manage others – delivering the same critical steps. Understanding and Promoting Positive Mental Health and Wellbeing delivers accreditation as an I-Act Practitioner.
Delivering the lifelong knowledge of how to instigate personal, non-negotiable pro active self-care into hectic schedules across different cultures along with the critical first responder steps of how to start, manage and end conversations with team members who may be experiencing challenging emotional thoughts whilst setting personal boundaries to stay safe was interactive and inspiring.
Employers looking to secure an effective training programme in this critical field of workplace psychological safety – checkout how I-act can benefit you, your employees and business.
Excited to be devising a new 8 week programme for a team of people who will be looking after teams across multiple supply chains.
First programme draft in for discussion!
In the melting pot to be considered is:
How do you impact others? Do you really know?
Make your connections better
Identify your conflict styles – do they change in different situations?
Don’t focus on what you think is the obvious!
Putting you first!
I-Act Managing and Promoting Positive Mental Health and Wellbeing – global accredited course
Conversation work book – consider what to say and how to say it
What words? Use effective words when building sentences to connect with someone
Who knows where we’ll end up. A regular forum of support, maybe additional training – the options are endless!
I am always inspired working with clients who recognise the power of collaborative training for their greatest asset who are always willing to disrupt the norm. #inspiring #energising
Having completed Growing Talent and been part of the permanent team for a while now, has the ‘shine’ worn off for Wing….?
Clearly not! Wing embraced the opportunity of Growing Talent from the start. Even though it’s completely different to ‘traditional recruitment’ and the usual requirements of a cv, formal interview, previous experience etc etc….
Always smiling, positive and an encouraging support for his peers on the Growing Talent journey with him, it’s inspiring to hear how well things are going for Wing.
Looking for work is tough, but it doesn’t always have to be so. Why not follow Wing’s lead and checkout the Growing Talent experience?
I’ve been delivering both @Iact_training courses – Managing and Promoting Positive Mental Health and Wellbeing for those managing others & Understanding and Promoting Positive Mental Health and Wellbeing for non-managers across diverse industries within the UK and globally for a little over two years.
Diverse industries commissioning this training include higher education, engineering companies, corporates, facilities management companies and community groups.
Following collaboration with a client a little over a year ago, I introduced a couple of tools for the client to see any change in knowledge and outlook from where they were before the course compared to after. These took the form of a scale of the importance of proactive self-care and the scale of confidence in starting a conversation with someone who could be struggling with their emotions as key elements of their evaluation. In, addition a generic multi choice before and after poll is carried out.
Over the past couple of days, it struck me how powerful if could be to put the before and after scales scores into a graph to give a strong visual on change delivered. A lot of increased knowledge was revealed.
Below are the resulting scales from one higher education client based in the UK with international students over the past year. Students – all levels, academic staff, operational staff and FM team members and management have collaborated on the powerful tools and learning of @Iact_training.
The rare instances of no movement below illustrate people who hold senior posts in the mental health and wellbeing sector. Although, they did indicate new learning on their evaluations forms with the new way to look at, introduce and action proactive self-care (fun) windows into really tight personal schedules!
In these trying times, it’s even more critical organisations spend their money wisely and confidently see results.
Deloitte’s UK Mental Health Report 2022 states for every £1 invested in workplace mental health and wellbeing, £5.30 is returned.
The affects of the two sides shown in the illustration above will be highly visible to wider teams and management for very different reasons.
The red zone – not performing well. A plethora of potential reasons will manifest as low performance. Lack of training. Disconnection within the team/management. Lack of a feeling of belonging and so on. Employers will notice the performance and have choices on what to do about that. Hopefully, any planned intervention includes communication, exploration and agreement with the employee.
The green zone – performing well. When this become expected, it can often be taken for granted. This in turn can lead to churn as the employee feels undervalued. If employers are aware of the potential of taking great performers for granted – they can ensure they don’t! Valuing great performance every time, is empowering and creates a connection of belonging.
What can often go unnoticed is the middle section.
This may be the largest group of employees in some organisations. ‘OK’ performance – acceptable, could be great. Why aren’t employees in this section striving to be the best they can? Multiple reasons which can include feeling undervalued, isolated, not respected and so on. As the performance is acceptable, employers could miss the opportunity to increase performance through communication, training, empowerment, responsibility, respect, inclusion and so on.
An employer can deliver training for their core business operations but can sometimes be blinkered on the power of wellbeing and emotional intelligence training which can empower the whole employee.
Let’s consider the humble kettle. At 211 degrees we have hot water but just one degree increase gives us steam! Used across diverse industries from food, beverage, wood production, sterilisation, pharmaceutical, chemical reactions and so much more.
How awesome will organisations and ALL of their staff be if empowerment training is rolled out?
What could employers consider in this area?
Emotional Intelligence Culture Index – see where departments are in 10 key areas
Emotional Intelligence Assessments – see where the gaps are for individuals then close the gaps with coaching
Accredited Managing and Promoting Positive Mental Health and Wellbeing – self proactive and ‘first responder’ tools
Accredited Understanding and Promoting Positive Mental Health and Wellbeing – for non-managers
Basic emotional intelligence – how we show up matters
Make better connections
Know your conflict style – and manage it
Components of good conversations
Overcoming procrastination to act
Building self empowerment
How much more productive is a flourishing team to the business compared to one that is not?
“I have the pleasure getting into this program and working with Jane at Growing Talent. Since the whole job market has changed after Covid, many people struggle with finding themselves or finding their confidence for looking for a job.
Growing Talent gives this confidence back to people, who are talented, keen and willing to work but maybe they are just not visible enough to employers.
Instead of going through the same old recruitment process of sending CVs, trying to stand out from thousands of resumes, catching employers’ attention in 6 seconds (which often feels like a battle), at Growing Talent your resume is your personality, your charisma, energy and you have the opportunity to show & talk about yourself the way you want the employers to know about you.
Great companies give you their time and attention in a fun event that can actually lead to your next amazing role. And the best thing is that Jane guides you through the whole process, making sure that you are prepared and perform at your best.
This is such a unique experience that could benefit more companies and candidates – l wish more organisations would operate this way! Thanks to Growing Talent, many of us had the chance to step into a pool of great opportunities.” Fru, Growing Talent participant March 2023 joining SPS Global
Wing, joining Pilgrims Group & Fru joining SPSGlobal during the Orientation and Holistic week.
Growing Talent works because of our 360 collaboration with employers, the currently unemployed, the JobCentre Plus ‘All Stars’ led by David & Anna and of course our awesome funders – a global financial services organisation.
Thank you all with special thanks to those partners taking part this time – as you can see Fru eloquently shows the difference we all make when working together.
Take a bow everyone 👏 👏 👏
Our employers taking part this time: Breyer Group, Office Concierge, ISS, Restore Harrow Green, Honeywell, Portico & SPS, our JobCentre Plus ‘All Stars’ and cheerleaders – David Steeds & Anna Matthews & of course our fabulous Growing Talent Associates: Fru, Wing, Shanika, Ola & Joseph who took the leap to do something completely different 👏 👏 👏
If you are an employer looking to fill your vacancies with some awesome talent in London or someone who has lost their mojo to secure a job they can grow into a career why not check Growing Talent out?
Some incredible opportunities confirmed – some from new employers taking part in Growing Talent for the first time!
Disrupting the traditional recruitment route.
The Growing Talent collaboration delivers a partnership of mentoring to someone who has lost their self confidence.
You’ve likely heard the phrase:
“It takes a village to raise a child”
9 years of running Growing Talent has shown me it takes a multi-stakeholder collaboration to nurture people into permanent jobs, when they can’t see the talent within them, where they not only grow their career and make a difference to their employer but are empowered to be the best they can be for their friends, family and community.
More roles are expected over the next week for this London based initiative.
Yesterday I was invited to present the benefits of Growing Talent to Inam’s teams at JobCentre Plus covering Wandsworth and Putney.
Sharing the unique aspects of this established programme with work coaches enthused to learn and share with their customers looking for a different way to get into work was empowering.
We all carry labels in life. Some we covet – employed, home owner, holiday maker, car owner – but others are thrust on us: unemployed, single parent, homeless, care system leaver, domestic abuse survivor.
These labels are heavy to bear, especially when we can have more than one label to carry at a time.
Overtime, we can feel more and more invisible as our confidence diminishes.
It can be like being in a deep dark pit with no ladder to start climbing out. Growing Talent is that ladder.
Together confidence and self-empowerment starts to grow, then flourishes throughout the journey until people have the self-belief and tools to take control of their lives back, make decisions and fly! Growing their job into a career is seamless opening up lifelong opportunities.
Growing the collaboration of Growing Talent with new stakeholders is exciting.
Jane James's Consultancy Limited 