On the final day of entries for the #cipdldshow #blogcarnival I’m delighted to host this piece from Melissa Sabella who shares a powerful personal story which emphasises why – if we want to learn every day – we need to seek feedback and create environments where it’s given without fear……
I’m delighted to be hosting a post from Andrew Page (@drewrachpage) a senior leader in Anglian Water who’s written with his take on learning every day for the CIPD L&D Show #blogcarnival (read more about that here). For Andrew, learning every day in fact means pushing the boundaries to fail every day – otherwise how can you learn?
It’s not that unusual for people to cry when they work with me. Stopping the daily busy-ness and task-focused activities to pause, reflect and to think well can often bring things to the surface that people hadn’t noticed were there. Our always-on and busy lives lead us to sweep things under the carpet and carry on with an “it’s all fine” and “I’m fine” face on. Sometimes a client’s upset is “normal level” upset, sometimes it’s a symptom of medically-recognisable anxiety for which they need different help than I can provide. And when I say anxiety, don’t picture “jibbering mess, barely able to function”. Instead picture the reality which is genuinely what’s in front of me – capable, confident leaders who are very skilled at what they do and who are able to hide their anxious turmoil REALLY well.
In a couple of months, on 10th and 11th May, the Olympia in London will become home to the CIPD Learning & Development Show.
It’s a fantastic learning event – whether you go to the Conference sessions, spend your time on the Exhibition floor and in the taster sessions, or talking to fellow delegates – there’s something for everyone!
A week ago on 9th March was the latest Learn > Connect > Do : an event held quarterly in Leicester which is for people professionals who care about making work better through doing great people stuff. These are also people who care about giving back while they learn and I’m delighted that we raised a fantastic £130 for Twenty:Twenty through ticket sales. This will enable a young person to get support with transport costs to get to their local centre to learn, or to go for a day out to celebrate their learning successes! And even more than that, with the professional backgrounds we have there are so many other ways delegates can get involved and support these young people into jobs they might never have considered an option before.
As I write this I feel like David D’Souza who’s an expert at these analogies with life (as an example, you can read about Chicken and Business Plans here). I hope mine hits the mark. It’s not rocket science, or brand new information (HT Phoebe), but it’s something I re-noticed while working with a leadership team this week – and I don’t think I’d ever previously made the broader connections of this effect in other activities. Plus I love Chinese food!!
“I feel like a washing machine – everything’s churning round and yet it’s going nowhere.”
“I feel like I’m sinking in it all.”
“This isn’t sustainable.”
These things I’ve heard from leaders I’ve worked with. Men and women who feel swamped. It could be they’ve stepped up into an MD or CEO role where they’re suddenly in the most exposed position they’ve ever known, without development through their transition. Or budgets are cut in in the “reduce costs to maximise profits” race, removing more people from the structure than there are systems or processes to compensate for. Or businesses that have grown so fast, piling the work on those who are there, without stopping to review what’s actually needed to grow sustainably. And sometimes it’s not even any of that. It’s just that sometimes life throws a load of stuff at us all at once – from home, from work, from relationships… and it can be overwhelming.
Today I’m delighted to welcome Shirley Marshall to the Wild Fig blog. Shirley’s an HR Partner at RCI and came to the last Learn > Connect > Do event in December. I was delighted when I heard that Shirley took her learning back to work and wrote an internal blog post to get others thinking and talking about the topic of workplace and collaboration, and she’s kindly given permission for it to be re-produced on here.
I felt the need to write this on the back of the latest disappointing stats about Statutory Paternity Leave (SPL). I’m aware this post is full of broad-brush generalisations and stereotypes and I believe these stereotypes exist because they’re true and still apply to the majority. What gives me hope is that we have younger generations coming through who have different mindsets and we need to ensure we enable those mindsets to remain intact and flourish rather than be subsumed into the system of their parents and grandparents. So here are my thoughts about why SPL isn’t working…