Kinney Center for Autism Education and Support’s Post

As we dive into day 2 of Back2businessship 2024 powered by f1 Recruitment Limited we look back on day 1 with two of our inspiring returners Elizabeth Holloway and Katherine Brown. They pose a thought provoking question... What does a plasticine parrot have to do with careers?! It represents planning, goal setting, teamwork, adaptability and the ability to find your wings – all characteristics our Back2Businessship Class of 2024 have in spades, as they demonstrated today on day one of our 2024 cohort. These 33 “career relaunching / returning” women gathered today at the offices of FleishmanHillard UK for day 1 of a two week programme, where they’ll work with leaders from across the PR, communications and marketing worlds to prepare for a return to work after career breaks of 3 or more years.    Jacqui Sanders (She/Her) sanders  kicked off the session with her own personal story of returning and reminded returners that whilst the names of some marketing terms have changed, the fundamentals of good marketing and communications remain the same. Plasticine or putty, Play-Doh or modelling clay - returners have the materials they need to kick-start their careers.   Next up was Liz Nottingham FIPA Nottingham leading us through a Myers-Briggs crash course and discussion on personality preferences and how it can promote more diverse and inclusive workplace cultures if we understand and value different management and decision making styles. Myers-Briggs gives us the tools to make this happen.    Rachel Letham (Montague-Ebbs) outlined some of the big challenges and opportunities in the marketing sector and encouraged us to visualise our ideal role. It may sound a little woo-woo but there is science behind it - by tricking your brain into thinking something you desire has already happened you create new neural pathways to support that reality.    Last but not least, we heard from Avril Lee with an honest and fascinating discussion on diversity, ageism and inter-generational leadership. More than ever in this new post-Covid world, our experience, ability to solve problems and build relationships is required. And returners need each other - to act as supporters, cheerleaders and networkers.   And that’s a wrap for day one!   #Back2Businessship #CareerComeback #Marketing #Communication #SportsMarketing #LondonEvents #ProfessionalDevelopment #MidlifeCareerReinvention #MidlifeReturners #WomenSupportingWomen #InspiringWomen

Culture is a bit like mold. You can't force it. Though if you lived in my student house many moons ago you might think otherwise. Anyway, your company culture sits at the heart of your EVP and TA strategy, and whether you like it or not, you DO have one!! Every single business everywhere has one. It just might not be the right one at the minute. But finding it and using it is everyone's job - not your top team, not your team - everyone's!!! Unless it's true it just won't work, and then your EVP will fail, and then your attraction will be poor, and your attrition will be too high, and then you might have to start all over again, or maybe not even get that chance. And that would be very sad indeed. So, here's part two of my speaker slot from this year's RecFest UK to help you along the way. If you'd like the full slide deck that accompanied this please DM me and I shall send it to you forthwith!! I've not said forthwith for a while - I must use it more often. Great word. #redknows #recfest #evp

Do you know a woman aged 18-30 in Aldershot or the surrounding areas, looking to build a better future? Have you heard of New Directions? It offers free 1:1 employability support, self-employment guidance, and events to boost your confidence and skills. Angela Rossi, Employability Project Coordinator, told us: "Inclusivity is our aim for supporting clients looking for work. "We work in a very person-centred way and due to the nature of the workshops, they are in very small groups a maximum of five people and it is delivered in a very structured way. "The work can be tailored to meet our clients needs. We already are working with autistic clients. I look for work that will play to their strengths." What is on offer: • 1 2 1 help to get you into work, self-employment and training • Events and workshops on money matters/budgeting, childcare options, career advice, CV development, interview coaching etc • Focus on well-being • Access to interactive software – practice and improve job interviews • Start Your Own Business support: business and financial planning, sales, marketing etc • Short work placements • Skills training and qualifications support • Find out about free resources 🔗 To learn more about New Directions, visit https://lnkd.in/edPd4vNt #NewDirections #EmploymentSupport #LifeSkills #AutismSupport #Inclusivity #Aldershot #Empowerment #CareerDevelopment

As recruiting teams get ready for summer interns to start, Abode has some great advice on ensuring you are creating a sense of belonging with your new cohort. This blog highlights some important things to consider such as: -gaps in orientation documents and preparation -ensure hiring managers and mentors have the tools they need to speak to cultural sensitivity, career development and bias -ensure your new intern cohort understands some of the more nuanced aspects of the company, and those "unwritten" rules not found in the handbook https://lnkd.in/ebSjeqYD

“My research indicates that it is time to stop promoting predefined career trajectories and start providing paths for multi-prong careers,” writes Angela Finlay, a lecturer in the Columbia University Human Capital Management program. “ It has led me to think about supporting “career pathfinders,” defined as those who will explore ways to carve out new routes.” In a new blog post, Finlay describes how organizations can explore new strategies for employee advancement. https://bit.ly/3WBWM87

Navigating a change in employment can be a catalyst for personal growth and a shift in perspective. It’s an opportunity to challenge ingrained beliefs, such as the notion of men being more entitled to recognition in the workplace. Moving beyond this entitlement is a journey of self-discovery and humility. It involves learning to detach from external validation and finding satisfaction in the quality of your work. It’s about understanding that recognition can take many forms, such as seeing a mentee thrive with the knowledge you’ve imparted. In a team setting, individual recognition often translates into collective success. Even if not directly acknowledged, your contributions play a crucial role in this success. It’s an honor to produce work worthy of recognition, regardless of who gets the credit. Remember, your self-worth should not be solely dependent on external validation. Celebrate your skills, experiences, and contributions. Understand that your work’s quality will not go unnoticed forever. Consistently good work often leads to future opportunities for advancement and recognition. Keeping a record of your accomplishments can be a powerful tool for self-advocacy. If you feel your contributions are overlooked, communicate this professionally and assertively. Your accomplishments will shine brightly when you can substantiate them. Essentially, it’s not always about who gets the credit but the value and satisfaction derived from the work. This mindset shift can help create a more inclusive and equitable workplace for everyone.

The Generation Gap Hired a recent graduate and can't understand why they're out the door bang on 5 pm? Are you a new manager and you're stuck between a director who wants everyone back in the office and a team that wants flexible working? Are you a business owner and wondering why you feel like you're speaking an entirely different language to your employees? I'd love to see you at my presentation with Fresh Networking on August 2nd at Au79 in Abbotsford about The Generation Gap where we'll look at why different generations want different things at work but most importantly how we can create harmony and get on the same page. Link to book in the comments ⬇️ #leadershipdevelopment #workplaceconversations #mygeneration

Starting my career immediately after completing my B.Tech was a journey filled with valuable lessons and realizations. Stepping into the professional world for the first time, I had limited understanding of how organizations function. One of the most profound realizations was the role employees play within a company. Often, we are seen primarily as resources, and the personal relationships we build seem to have little influence on career progression or support. Despite companies promoting an inclusive culture at a higher level, the reality for many employees is different. We frequently feel like resources rather than valued individuals. This perception can be particularly disheartening during times of need when support from colleagues and management is lacking. It’s a stark reminder that, in many corporate environments, personal well-being and professional development are secondary to operational efficiency and bottom-line results. This experience has made me reflect deeply on what a truly supportive and inclusive workplace should look like. An illustrative example of the dangers of viewing people merely as resources can be seen in the movie "KGF". The film portrays the harsh realities faced by gold miners who were exploited for their labor and discarded once they were no longer deemed productive. This stark representation serves as a powerful reminder of what happens when humanity is stripped from labor relations. The miners, treated merely as expendable assets, were subjected to inhumane conditions and ultimately paid with their lives when they could no longer meet the demands placed upon them. These reflections and examples have given me a clearer vision of the kind of work environment I aspire to be a part of and contribute to. Companies that prioritize human connections and personal growth create not just a productive workforce, but a thriving community. It’s time for organizations to look beyond the traditional metrics of success and invest in the well-being and development of their most valuable asset – their people.

Sound #career advice in a great article. “But here’s the truth: While we are all born with personal worth, we have to earn our professional worth. No matter your academic record, the summer internships you’ve held or even your last job, when we step into a new workplace, we start fresh. And when our careers are beginning, that often means doing the menial labor, the unsexy assignments and the mindless tasks we might feel are beneath us. But someone has to do them. Why wouldn’t it be us? On the job, people will only know our worth once they know our work. That takes time, effort and consistency. It’s not based on potential or promise but on results. “