Categories
Career Change Careers Flexible Working Mental Health

Finding Your Passion: Working part-time in Health & Social Care

In the past fourteen months since we first heard of the words ‘Covid 19’, we’ve all been searching for more meaning in our lives.

Some have found it in sourdough & Joe Wicks whilst others are frantically looking for new careers.

Like so many of you reading this, Find your Flex hope that through collective action, we can all play a role in helping the world undergo the much needed ‘Great Reset’:

(https://www.weforum.org/agenda/2020/06/covid19-great-reset-gita-gopinath-jennifer-morgan-sharan-burrow-climate/).

The world of work is on the brink of huge change and finding your passion is now within touching distance.

One (if not the sole) positive of the pandemic is that it’s brought flexibility within the workplace, to the fore (thanks Covid!).

It’s also forced us to reanalyse what our real career values are, what our purpose in life is or should be and to also question –

Are we living authentically?

Do we ‘love’ the job we currently do? Is the love enoughto be dedicating most of our working lives to it?

Does your job bring you enough happiness or make you feel content? 

Luckily for anyone still trying to understand what their true passion or calling is– the rise of the portfolio career is becoming the new norm: https://www.bbc.co.uk/bitesize/articles/zktbn9q.

The days of working in the same career or company all of your life before being rewarded with a carriage clock, are fading for most of us.

If you’ve been considering your next move but aren’t quite sure how to execute it – we might be able to help.

If you’ve always felt a pull towards working within an industry where caring for others and building meaningful relationships – is on the important list, then there’s never been a better time to get experience within health & social care. You can get flexible work experience that pays and you can fit around your life, exactly as you need too.

The Health & Social Care industry is one we feel passionate about at Find your Flex.

It’s an industry you’ll always have a job in, you won’t be replaced by a robot and you always have the opportunity to work as flexibly as you need.

While it’s been a sector cast in a negative light for decades, we want to do ‘our bit’ to shine a light on all the positive & immensely rewarding work that happens day in and day out.

If you’re searching for flexible work and a job with more meaning, becoming a Support Worker could be the experience you need to begin transforming your life for the better.

Considering a career in Health and Social Care but not sure if you have the right skills?

Here’s are the scenarios it could help you with:

Maybe you’ve been curious about working with elderly people ever since you watched your Grandparent (s) experience the Care System?

Or perhaps you’ve had a hunch you’d find helping young and older adults living with mental or physical disabilitieshugely rewarding?

Have a listen to these podcasts:

Hear are some really inspiring stories about what motivates so many to work in the Health and Social Care industry (and try to not be moved or cry):

Working as a Support Worker on either a part-time or ‘Bank Staff’ basis, will give you the chance to see and feel, what a career in health and social care is like in reality. Not just through our preconceived lens.

And if the role of Support Worker doesn’t feel quite right but you develop a love for the sector, there are many ways your employers can help and support you in establishing which area of the sector you are most suited too: https://careers.cygnethealth.co.uk/learning-at-cygnet/

Considering retraining into Counselling, Therapy, Psychology, Nursing or Psychotherapy?

Perhaps you need to do some academic training over the next two to four years in order to start this new role?

If you’re about to enrol onto a part-time Btech, Diploma, Degree or MA; this could be the part-time income you need to facilitate a period of retraining.

Working part-time or as bank staff is a brilliant way to see if you have the skills you need to work with a diverse range of people with diverse conditions.

While you study to gain the academic foundation required, you could also develop your people skills, listening skills and empathy. And make some money.

Working part-time as a Support Worker usually requires a minimum of two 12 hour shifts per week.

That equates to £223.20 per week so £892.80 per month. Bank Staff are expected to do just one twelve-hour shift per week, £111 per week and £446 per month.

Rather than take a part-time job in retail or hospitality to make ends meet while you study, this could provide you with something truly rewarding.

You want to live a more nomadic lifestyle? A career in Health and Social Care could be the solution

We know remote working will become ‘normalised’ over the coming years.

Flexible office space and collaboration venues are popping up all over the country (YEY!).

If you think you’ve got a book within you, or a desire to run your own business; working as a Support Worker can provide you with a regular and steady income to balance your passion projects.

Care work also teaches you an awful lot about life and the psychology of people. An untapped source of inspiration if you ask me.

I’ve also heard that if you work your hours right in part-time vacancies (which entitle you to holiday pay), many staff take a full month or two off every year to do extended holidays.

Imagine sitting on a Greek island and writing that novel or self-help book with your face in the sun?

Want to break out of the Corporate shackles?

If you’re about to return to work after a career break or perhaps have fallen out of love with the corporate world. Working with the more vulnerable in society could be just what you need.

You’ll understand what it means to feel truly valued. Knowing your contribution helps the wellbeing of others, every single day.

The organisations that have struggled to meet the well-reported increased demand in this sector are at the point where they recognise fundamental changes are needed ASAP.

https://www2.deloitte.com/global/en/pages/life-sciences-and-healthcare/articles/global-health-care-sector-outlook.html

Digital innovation and a desire to change are happening. The next phase is acceleration.

If you want to be part of meaningful change, this could be the opportunity you’ve been waiting for.

We work with a number of health and social care organisations at Find your Flex.

We’re currently in partnership with Cygnet Healthcare who are doing a lot of brilliant and innovative work in this space.

Cygnet offer constant paths for career progression to any of their staff who want it. They offer a list of staff benefits longer than my COVID roots (very long).

Have a look at all their current vacancies– https://jobs.findyourflex.co.uk/clients/cygnet-healthcare

If any of this has sparked your interest and you’d like to talk to one of our Careers Coaches – you can meet our Team here: https://findyourflex.co.uk/coaching/

They’re happy to offer an initial 20minute FOC consultation to establish whether you’d benefit from their coaching framework.

If you decide to work together, hourly rates apply. But they offer a 10% discount for anyone considering a career in H&SC. Find Your Passion and purpose in life– it’s honestly there for the taking!

Categories
Careers Disability Flexible Working

Epilepsy And Employment

A Personal Story

Is Epilepsy A Disability?

When is epilepsy considered a disability? Epilepsy comes in many forms. Some more severe than others. According to The Equality Act 2010: “You’re disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.” The Equality Act 2010 aims to ensure all people are treated fairly and not discriminated against. This applies to employment, school and learning, and accessing services. 

We are sharing a personal account from a member of our own team. Barbara’s working life began before The Equality Act was passed. Barbara suffers from epilepsy and wanted to share her story about how it has affected her working life.

Barbara’s Story

Diversity and Inclusion. These two words mean a lot to me and I wish that 47 years ago it had meant something to employers. Sadly in my experience it meant nothing. I suffer from Epilepsy, an invisible disability yet it certainly becomes incredibly visible when you have a seizure.

I was diagnosed with epilepsy (petit mal with grand mal fits) at the age of 17. Albeit I’d been having fits since I was 11. This coincided with the removal of my appendix. Things were very different back in the 60’s. So there I am, a 17 year old wanting to be one of the crowd. However I didn’t feel I could be. I wanted a Saturday job, to drive a car, to go out with my friends without my (fabulous) parents keeping a beady eye on me constantly. These things, which may seem normal to a lot of people, were out of reach for me.

Telling The Truth About My Epilepsy To Potential Employers

The job was the most important issue. The need to earn my own money was strong. I wanted my independence to buy those Levis or the new Cat Stevens album. I walked around my hometown going into every shop and everyone asked, was I healthy? Being honest, I felt I had no option but to tell the truth. When I told potential employers I suffered from epilepsy, the response was a resounding no. They couldn’t risk me having a fit (as they were known then) in front of people. I felt so deflated. I felt like the odd one out and I was.

Lying About My Epilepsy Got Me A Job

Not to be deterred I changed tactics. When looking for a role, I lied. I said I had no health issues. What a difference, 4 offers of jobs. I was so excited. And so I started working on a Saturday at a well known shoe shop and then the worst happened. I had a seizure whilst working. Subsequently I was hauled off to hospital (and had no memory of it) to be popped in a corner as there was nothing they could do. My parents collected me. They then had to break the news to me that I had been sacked from my role. I was sacked for not being honest and also as their customers did not want to see a member of staff having a seizure.

From a confident and outgoing teenager, I became angry and hurt. I had no understanding why my disability should prevent me from working. I wanted to be a children’s nurse. Sadly however due to my epilepsy I was not allowed. Nothing else at the time was good enough. It was really hard.

Finally An Employer Who Understood

It took me until I was 21 to find a permanent job with a company who had faith in me, despite my epilepsy. The company was ‘Clinique’ part of the Estee Lauder Group. I remember like it was yesterday them saying it was about me, not my epilepsy. Luckily I generally knew when I was going to have a seizure. I would just tell my manager, no more ambulances and hospitals.

I did not stay there forever but they gave me my confidence back. A determination to fight the discrimination against disabilities. Most of all, be proud of who I was, epilepsy and all.

Sadly as a country we had to wait until 2010 for the Equality Act. I was 54, already having battled most of my working life through discrimination. Life wasn’t all bad though, I have three fantastic children despite being told not to have any.

A Message About Inclusion To Employers

My message to employers is this. Remember, there are so many invisible disabilities and people have a right to be included in the workplace without judgement. These are strong and talented people who want a chance to have a successful career, a job they love and to be part of the team. They don’t want sympathy, they want understanding. 

Hence why flexible working is the way forward, it is the future of work. If an employee needs a different way or place to work, this should be discussed without judgement or prejudice. By embracing inclusion every employer has a lot to gain. Every disabled person has something to offer, they don’t let their disability get in their way. So don’t let employment discrimination stop them either.

Be kind, you never know what people are going through.

Barbara

Thank you Barbara for sharing your story. I’m sure many can relate when it comes to being honest about health issues with potential employers.

Diversity and Inclusion are two key components of our values here at The Find Your Flex Group. We firmly believe that flexible working and an inclusive work culture not only encourages but drives diversity. The benefits of diversity are numerous. For example higher retention rates, a bigger talent pool to recruit from, increased innovation not to mention the benefits for the individuals.

For further advice about living with epilepsy and employment:

Epilepsy.org – Employment campaign

EpilepsySociety.org.uk – Work, employment and epilepsy

Categories
Flexible Working Lifestyle

The Four Day Working Week

The four day week has been touted as the “new better” for the way we work and is gaining widespread traction as a consequence of the game-changing coronavirus pandemic. A FindYourFlex survey found that 72% of respondents would welcome a four day week to turbocharge the economy with 28% against. But what does this actually entail? 

What Does A 4 Day Week Mean?

There are various forms of four day week. So, the FndYourFlex Survey further asked what kind of 4 day week people preferred.

  • Compressed schedule – complete five days of work in four, with no loss of salary. 78% favoured this approach.
  • Part-time model – work for four days and receive less pay. 18% of respondents gave this the thumbs up (4% were uncommitted to either compressed or part-time).
  • 32 hour week – more radical is the proposal made by John McDonnell of the Labour Party that the full-time working week should be lowered to 32 hours but without any loss of pay. 

A universal Monday to Thursday is unrealistic as we want to visit shops, museums, sporting venues and restaurants every day of the week, and care homes and emergency services operate round-the-clock. But the idea is that people can work differently outside the traditional norm.

Why Adopt A Shorter Week?

A truncated week is cited as offering a number of advantages as it may:

  • replenish physical resources – rest and/or leisure activities revitalise us;
  • boost mental well-being – stress and anxiety fall;
  • enhance relationships – more fulfilling time is spent with family and friends;
  • save the environment – less commuting erases part of our carbon footprint;
  • jump start volunteering – charities may see an upsurge in participation;
  • stabilise employment – redundancies are avoided by having all staff on reduced hours; 
  • widen the talent pool – those shut out by rigid timings can enter the job market;
  • capture loyalty – a talent retention mechanism to stop good workers from leaving; and 
  • cut overheads – if the office is shut for an extra day, running costs decrease. 

How Controversial Is A Shorter Week?

Objections are raised against four day patterns of whatever ilk. Flex requests have been refused for myriad reasons such as impractical personnel changes, higher costs, downgraded business performance, lower customer service, and/or the need for continuity over five days. 

But it is the 32 hour week, do-four-get-five, that is stirring particular controversy. Surely it is counter-intuitive to pay someone more for working fewer hours? Yet many of us are already paid to go on holiday through remunerated annual leave. The state offers statutory parental entitlements, sometimes topped up generously by employers, essentially paying people to look after their own children for a while. This is done because there are acknowledged social and health benefits that outweigh the pure economic expense. The ask of the 32 hour week is to push this concept one step further. 

32 Hour Week – How Much Does It Cost?

The battleground of the 32 hour week is the possible price tag associated with it. The NHS is often mentioned as a problematic situation. If you pay a nurse for five days instead of four, you must hire more staff since people are ill every day. The Conservative Party claims that the costs to the NHS would swell by £6.1 billion a year. Others assert that the NHS is a special case and not the yardstick by which to judge all sectors. 

Autonomy, a non-profit organisation, has stated that the cost of the 32 hour week is lower, as bald headline figures fail to factor in the gains from beneficial features such as reduced medical absence. As the Health and Safety Executive has estimated 57% of sick days are due to work-related stress, anxiety and depression, this is not to be ignored lightly. The difficulty is that several of the advantages, outlined earlier in this article, are not easy to quantify and are contentiously debated by those who champion one assessment methodology over another. 

What Next?

The part-time and compressed four day weeks, whilst not as widespread as they could be, are progressively being offered. However, even the most ardent proponents of the 32 hours option admit that adjustments will be incremental rather than an overnight phenomenon. There are likely to be a plethora of trial runs, setbacks and resistance. It may also not be viable in every instance. 

But it is worth remembering that changes that were initially seen as radical are accepted as standard practice. The 5 day week was once novel, annual leave was viewed as rewarding indolence, and maternity leave was regarded as an unnecessary self-indulgence. Now we expect these benefits. There is the potential to herald in a whole new future.

Categories
Career Change Careers

The Secret To A Successful Career Change

Guest Author – Leila Singh

Accredited Master Coach, Personal Brand Consultant, Corporate Trainer, TEDx Speaker, Award-Winning Author and Founder of The Authentic Leadership Academy™ and mi-brand™

Anything is possible!

If you had been with me during the summer of the year 2000, you would have seen me sitting at my desk in a large open-plan office, writing out a pros and cons list of what I wanted to do. Don’t get me wrong, I was happy in my job, had a great manager and a good salary. And I had studied hard to gain my professional qualifications. Yet, I felt that I wanted more. Something was missing. Having carried out my due diligence, a couple of months later, you would find me sitting in a large meeting room, the goldfish bowl as we called it, because everyone could see in through the expanse of glass. Opposite me sat my manager, Peter.

“Recruitment??? But you have spent years working towards your accountancy career, and you are good at what you do, why would you throw that all away? Is it the money?”

“Not at all, in fact I am taking a 50% pay cut to do this…and I know it will work out…after all, what is the worst that can happen?”

A year or so later, sitting across from my Sales Director Steve, for my annual review, “Leila we took a risk on you, you had no relevant experience, and yet you have been our highest biller this year!”

Prior to this, I was the quiet diligent church mouse, who kept my head down and worked really hard; it was a manager during that time who had shared his advice “Leila, if you want to achieve your career aspirations, you need to make yourself known, so people that matter know who you are and what you do, and recognise your talents…”

I spent two years in recruitment – that time afforded me exponential personal and professional growth. It highlighted that 1) taking a risk and 2) taking myself so far outside my comfort zone, enabled me to realise what is possible, as well as my potential, strengths, and to cultivate the confidence and self-belief I had never had.

Following redundancy, I was offered an opportunity in a global technology firm; I jumped at it, as the company had a great reputation. The role? Nothing I had ever done before. Corporate Finance; designing and implementing change, negotiating multi-$M contracts with investment banks and lenders, as well as establishing and managing a significant financing portfolio across the EMEA region. My confidence, desire to win, willingness to take risks, ask questions and learn fast, held me in good stead. I built a strong network across the business and was influential in achieving results.

After six years, we were acquired by Hewlett Packard Enterprise (HPE), where I was offered two opportunities; A Sales Executive or a Treasury Consultant role. I opted for the latter, as this complemented the previous role and enhanced my skills further. After 15 months, I transitioned to the Sales Executive role. During my tenure in this role of almost 10 years, I delivered a little shy of $1bn of business.

The Secret To Successful Career Changes.

You may be asking, what is my secret to successfully transitioning through different careers?

It comprises the following.

  • Believing that I can achieve anything I put my mind to (someone once told me this, and it is so true).
  • Going over and above in my delivery and performance at all levels, be that internal or external clients,
  • Being resilient to the challenges I encountered and never giving up.
  • Not being afraid to ask questions, whilst being a quick learner.
  • Building strong professional relationships, whilst showing up authentically and showing a genuine interest in others.
  • My desire to stand out and make a difference, and be a role model for others.
  • Maintaining high standards consistently in all that I do

And today?

I am the Founder and CEO of my own business, where I coach, mentor and train ambitious career professionals to accelerate their career, through establishing their personal brand, resulting in greater visibility, impact, and performance.

Six years earlier, whilst still a sales executive, working no less than 60 hours a week, I began to immerse myself even further into my personal growth journey; I trained and qualified as a Master Practitioner of Neuro Linguistic Programming and Hypnotherapy. I went on to join a Professional Speakers Academy to refine my speaking and presentation skills; an academy for which I now mentor others. I became an Accredited Master Coach as well as an L&D Trainer at Hewlett Packard Enterprise (yes, this was also alongside my job). I wrote and published my book, Success Redefined – How to Leverage Your Natural Talents to be Limitless” in 2015. I also did a board break with my hand, walked on hot coals and on broken glass. I attended various events and training sessions with Anthony Robbins. I invested heavily in myself – money, time, and energy, surrounding myself with the best coaches and mentors, to continue to learn and grow and to be able to show up for my clients as the best version of myself.

I chose to leave HPE at the end of 2018 and embark on this next chapter of my life. Yes it has been challenging, leaving behind my corporate identity, the structure, the salary and the corporate benefits of a large organisation, to live in a world of uncertainty, and yet it is a life of freedom, choice, risks, celebrations and massive personal growth.

Embracing A Growth Mindset.

Growth never stops; this is one of my core values, alongside [personal] leadership and authenticity. And I am proud to say that my biggest accomplishment to date is becoming a TEDx Speaker in 2019.

If you are thinking, “I want change, but…” consider this;

1. When I went through my first career transition, from accountant to recruitment consultant, having just given notice, within a matter of days, my mother was diagnosed with cancer and as a consequence, overnight had become paralysed from the waist down. What should I do? I could have very easily chosen to stay in the finance role, something that I knew and was settled in. Yet I went ahead with the transition, whilst for the first several months, supporting my mother in adapting to her newfound restricted and tragic situation, dealing with the emotions of the situation, and being her primary carer alongside my father.

2. On the same day my mother was diagnosed, I was due to move out of home, having purchased my first place, having simultaneously agreed to taking a 50% pay cut…I believed it would work itself out – and it did.

3. I spent sixteen years of my career in the technology sector, as a woman of colour, in a male dominated environment. I did not experience imposter syndrome, nor feel that I was treated differently from my colleagues.

Why? Because my focus was on me, my desire to stand out for the right reasons, over-performing, and consistently maintaining high professional standards.

What would I say are the key ingredients needed for a successful career transition?

ABC: Attitude, Belief and Commitment (I might add: Consistency, Diligence and EQ 

Leila Singh

Leila Singh FCCA is an Accredited Master Coach, Personal Brand Consultant, Corporate Trainer, TEDx Speaker, Award-Winning Author and Founder of The Authentic Leadership Academy™ and mi-brand™

You can learn more about Leila at www.leilasingh.com and connect with her on Linkedin.

Thank you to Leila for providing us with an in depth view of her career decisions and changes. Very inspirational.

If you liked this post then you may also like this post from guest author Didier Penine – ‘Going Self Employed’.

Look out for future blogs and tips for navigating a career change.

Categories
Career Change Careers

Going Self Employed

By Didier Penine

Which Career?

For as long as I can remember I have never had a clear idea of the career I wanted, and this was reflected in my university degree as I chose the subject I was best at which was French due to my background. During my degree I realised I needed something to go with my degree so I did a postgraduate in business management to give me further options.

I found a graduate program with an electrical wholesaler, I was there for a good 10 years and earned a few promotions until I was in a head office role negotiating rebates and sales worth large sums and on paper it looked a good position. Throughout my time there I had a niggly feeling that it wasn’t right for me, and I put it down to not pursuing a career that related to my interests.

A Change Of Career

Through redeveloping my own home I gained a strong interest in buildings, and I decided that changing careers had to be done to pursue a career in construction. Having done a great deal of research I decided that Quantity Surveying would be the idea role and duly did my distance learning and gained a first class degree from the College of Estate Management.

Within a month of being there, that feeling of dissatisfaction was there again, and it quickly grew to a level greater than I had ever experienced. The people around me were incredibly helpful and supportive and really nice people, however my dissatisfaction was mounting on a daily basis and I could so no escape. This caused great mental anguish as I had spent a considerable amount of time and money to be in the position that I wanted, yet I felt trapped and was unhappier than I had ever felt before. The realisation then dawned on that I needed to be self-employed.

My first roles after graduated offered a certain amount of freedom as they were largely sales/managerial type roles. Quantity surveying was quite the opposite, I found it very restrictive, very constrained and every part of the role was bound by procedure and regulations which stifled my natural desire to do my own thing.

Going Self Employed

For a good 12 years or so I had kept toying with the idea of being self-employed, I had considered being a property developer, however I was apprehensive about the cash required to set up the businesses, plus my property skills weren’t quite there. My other thought was to set up a personalised Champagne business – clearly this quite niche but there is some logic to my desire, My family produce Champagne in Festigny, France and when I got married my dad brought over about 30 bottles of wedding themed Champagne themed around our big day, and as soon as I saw them it was kind of a lightbulb moment, I was instantly drawn to setting up a personalised Champagne business.

As much as I wanted to set up the business, I was apprehensive about quitting a guaranteed salary for doing so. I considered the Champagne business when applying for the construction distance learning but opted for the Quantity Surveying being the safer option. It was when I felt despondent in my quantity surveying career that I realised I had to go for it, and piece by piece I began putting it all together.

This was quite daunting of course as I had no contacts or even any experience in the industry in the UK. Apart from having a family that produces Champagne I was going into it totally cold, however I felt certain there was merit in the idea and that is how Say It With Champers was born. The business is now a year old and we cater for both businesses and the general public, and in terms of job satisfaction I have never been happier than I am currently. Being a startup I earn far less than I did before, luckily the loss-making months are behind me and I can focus on growing and developing the business.

A Career Change Can Be Full Of Hurdles

With hindsight I probably didn’t appreciate how long it takes to build a new business up, the hours I have worked have been much more than previous roles, and in the early days I would be doing crazy hours months only to earn a loss, which of course made me question my decision. I kept at it and a few strokes of luck came my way, now I have confidence that the business will succeed, but of course it was a risk. The definition of whether it has been a success or not would depend on the point of view. In purely financial terms then it hasn’t as the amount earned this year will be much less than previous years. For the future however I believe there is great potential, everyone in the country has birthdays, many people celebrate mother’s/father’s day, anniversaries, weddings and so on. We are also providing mini Prosecco which is perfect as wedding favours and so on.

For the corporate side I have made some great customers with football clubs and gold clubs, and of course it takes time to build things up. You carry on doing the things that work, and stop doing the things that don’t, learning by trial and error is part of the process unfortunately. I feel very optimistic about the future and I have never been happier, so to my the change has been a success, I think with any business you need to give it time and not expect it to be an overnight success.

“Changing careers is a very daunting thing to do…”

Changing careers is a very daunting thing to do, for me I really hated going to work, and when I made the decision I was 35 with another 30 years work ahead of me. I just couldn’t face the prospect of wishing away every day and hoping for the weekend for the remainder of my working career. With any of these decisions you need to be able to have the financial means to pay for the degree, potential loss of earnings (as you may be starting at the bottom of the ladder again). For those who are looking to start a business, this of course has even greater risk, in reality you have to almost write off a year without a salary, and if you can afford that plus the cost of setting the business up, then it may well be an option worth taking.

Didier penine from say it with champers

It all comes down to personality and the choices you have made in your teenage years. Your A level choices will influence your degree choice, which in turn necessarily influence your choice of career. People will often find themselves stumbling into a career that may not necessarily suit them, and of course every year that goes past, the harder it feels to take the plunge and change careers. Many people I knew were dissatisfied with the jobs and careers, and in my experience this became more pronounced when people hit their 30’s.

A change can be a good thing, a lot depends on your individual circumstance such as personality, finances and so on. Granted not every career change will be a success as I experienced myself, however it can be very rewarding for some. 

In my opinion if you are thinking about changing careers to another industry, then go for it – the risk is relatively low and as long as you leave on good terms you will likely be able to go back to your old organisation or industry if it wasn’t. Changing careers to start a business needs more thought, a clear plan and a solid financial footing are imperative if this is being considered.

Thank you to Didier for providing us with a detailed journey through his career decisions.

If you are considering a career change then you may be find this blog interesting too: ‘The Secret To A Successful Career Change’ .

Also look out for future posts on tips and resources to help you navigate a career change or pivot.

Categories
Business Careers Lifestyle Parental

Is Career Coaching as Good as Therapy?

Most people
hit a rough patch at a certain point in their lives and they feel lost,
overwhelmed, and confused.

The pressure
of such a slump additionally magnifies if you’re an entrepreneur who has to run
a business and make tough decisions on a daily basis. No wonder that many
business owners have too much on their plate, which leads to stress, anxiety,
and depression.

A research
study has shown that 72% of entrepreneurs are affected by mental
health issues directly or indirectly.

But, regular
employees also have their fair share of stress resulting from work. A highly
competitive workplace paired with increased expectations

If we add a kid or two to this entire
equation, it’s perfectly clear that working mothers and mompreneurs have an
even greater deal of workload, stress, and pressure to handle. Moreover, if
growing pains of your business and your kids coincide, you’ll most probably end
up exhausted and completely drained.

One way out of
this is seeking professional help, but it can be a bit confusing when it comes
to choosing between career coaching and therapy.

That’s why
it’s important to discuss the benefits of these two approaches and establish
which one can do the trick.

Career Coaching vs Therapy?

The thing is
that, although similar and partially overlapping, these two fields are
intrinsically different. It’s true that your career represents a big part of
your life, and as such has the power to affect your mental health to a great
extent. 

In other
words, you might even consider taking up both a career coach and a therapist to
work on different aspects of your personal and professional life.

The main
distinction between career coaching and therapy lies in the fact that the
former helps you manage your career and its challenges regardless of how deep
it tackles the issue. On the other hand, the main goal of therapy is to improve
your mental health and resolve some underlying issues that have been bothering
you.

Also, while
therapy might take years, as it’s essential to unearth and uncover some hidden
negative thought patterns, career coaching can be time-limited and focused on
practical work. A career coach can help you develop the
necessary skills for job search, learn more about your strengths, and deal with
workplace issues.

Benefits of Career Coaching

Now that we’ve
established that you can greatly benefit from both career coaching and therapy,
let’s examine what individual advantages of both approaches are.

  • Career
    coaching will help you recognize your own professional value. This can be
    pretty challenging, as people sometimes aren’t sure what their actual
    professional worth is, especially after losing their job or having been
    rejected after numerous job interviews. Similarly,
    going back to work after maternity leave can be more difficult than people
    imagine. Maybe the company you work for underwent some changes while you were
    away, not to mention that many new moms feel anxiety over what they are
    returning to. Career coaching will offer you an
    insight into what your particular skill sets and abilities are, and help you
    articulate them properly while negotiating a job or salary. Also, with
    proper coaching, you’ll learn how to leave your fears aside and focus your
    energy on your job and caring for your baby.
  • With career
    coaching, it will be much easier to overcome the difficulties of a change or make some big decisions. For example, if you’re
    wondering whether it’s the right time to quit your 9-to-5 job and embark on an
    entrepreneurial journey, a career coach will point you in the right direction.
  • One of the
    most important purposes of career coaching is to keep you accountable and
    motivated, as well as to push you to reach your full potential. Your career
    coach will monitor your progress towards reaching your goals, keep things in
    check, and make sure that you’re following your plan. This way, the likelihood
    of straying from your career path is minimized.
  • It’s
    essential to make the right career choices and pick what’s best for you in the
    long term, and a career coach will take both your personality, professional
    skills, and wishes into consideration when helping you navigate
    the workplace landscape and your own career path.

Benefits of Therapy 

Even if you’re
not facing some life-altering challenges or traumatic events, the truth is that
all of us could use a little help and support when it comes to coping with
everyday stress and everything that life throws at us.

Research
studies have shown that even the act of verbalizing your feelings can have a therapeutic
effect on your brain. The power of this simple tactic is multiplied if you’re
talking to a professional who is trained to listen to your story and help you
articulate, channel, and manage your feelings.

Sometimes our
own personal issues prevent us from succeeding, which means that it’s essential
to fix them before you can see any career improvement.

Therapy can be
highly beneficial for some of the following workplace situations:

  • Help you
    cope with workplace-related stress and anxiety. If you feel that you’re headed
    for burnout or that your current job situation is making you feel miserable,
    it’s a good idea to talk to a therapist and see what you can do to improve it.
  • Asking for
    a raise. Although a career coach can be instrumental in helping you get the
    best deal, a therapist can work from another, deeper level, and remove certain
    mental barriers that prevent you from talking to your boss. If you’re too shy
    or can’t accept rejection, therapy is essential, while you can figure out the
    right script and other details with a career coach.
  • Dealing
    with an office bully. Not everyone can confront a toxic person without getting
    upset. Therapy can help you build a defense mechanism and muster up the courage
    to have your say clearly and loudly.
  • Improve
    your self-esteem. All the issues mentioned above stem from the lack of
    self-esteem. By understanding your own feelings bringing out your insecurities
    out in the light, you can work towards becoming more confident in yourself. This is particularly effective if you’ve lost confidence over your
    work performance and skills – which is nothing strange if you are away for a
    while on maternity leave. If you start drowning in self-doubt, you should
    remember that it’s probably just your hormones and fatigue speaking, and
    therapy will help you learn coping and relaxation mechanisms.

So, Is Career Coaching as
Good as Therapy? 

It’s better to
ask yourself which one of these two professionals you should hire in order to
improve your life.

You might even
decide that working with both will help you grow personally and professionally.

What’s the
most important factor is, however, finding a career coach who’s keeping pace
with the latest trends in psychology and the workplace. That should be a person
who’s capable of guiding you towards becoming the best version of yourself.

Here’s what
you should pay attention when choosing a career coach: 

  • Do they
    belong to a coaching organization? This will prove that they meet certain
    standards of the profession.
  • Ask them
    for their resume or professional biography, so that you can check whether the
    program they completed in order to obtain a certificate is legitimate.
  • Even if a
    certain career coach has a license to practice psychotherapy, it’s better to
    find some other practitioner to treat your potential mental health issues. It
    should be stressed that these two approaches work great in conjunction – just make sure to
    distinguish your sessions and work on your mental/business goals separately.
  • Ask for
    client references. You should talk to some of the people they worked with and
    understand why their approach is effective. In a nutshell, it’s not enough to
    simply read testimonials on the site.
  • Discuss
    their coaching philosophy. As career coaching, just like therapy, is a delicate
    matter, it’s essential to find someone whose values and philosophy are aligned
    with yours.

It’s safe to
say that career coaching is as good as therapy, but by no means can we say that
these two practices can be used interchangeably, or that one can be used
instead of the other. Depending on what you want to work on and improve, you
can choose either career coaching or therapy, but these two also form a
powerful synergy.

Michael has been working in marketing for almost a decade and has worked with a huge range of clients, which has made him knowledgeable on many different subjects. He has recently rediscovered a passion for writing and hopes to make it a daily habit. You can read more of Michael’s work at Qeedle.

Categories
Careers Flexible Working

Flexible Working At Oxbotica

We Are Powered By Our People.

At Oxbotica we take great pride in our team. We create a space where everyone is welcome, heard, and celebrated for their strengths. We’re driven by challenge and a commitment to make our employees experience as dynamic and rewarding as we can.

Furthermore, as we build a global business together, we are steered by our experience, insight of an entire team and guided by strong and approachable leadership.

Oxbotica support a healthy work-life balance, in part by offering flexible working and plenty of social engagements open to the whole team. We regularly share our vision, targets and company updates with everyone, including remote workers. Oxbotica believe that an engaged workforce is more productive and positive.

As we grow internationally our values and culture are fundamental in keeping us on track and moving in the right direction. Therefore, our people embody these values. They trust us to provide strong leadership, a secure environment and opportunities for growth. We trust them to contribute their energy and expertise to move the business forward.

What Our Employees Say…

  • “If there is a problem to solve, I acknowledge that I don’t know everything – and I don’t try to know everything. Instead, I surround myself with the best people. I canvass opinions from the experts – my team – and pick the answer that gets the job done.”
  • “There is a real sense of community and a very healthy attitude towards things like flexible working. This honest environment encourages accountability and creates a safe space for opening up and asking questions.”
  • “The team is full of clever people. We embrace the challenge of scaling to a global company together”
  • “It’s easy to have a say – everyone wants your opinion.”

Join Oxbotica

Join the brains behind the software that lets every vehicle do more.

Changing the way we move people and goods takes talent, dedication and a united team. Our rapidly growing company includes world-class engineers, technical leaders and commercial masterminds, who are tackling exciting challenges collaboratively and creatively every day.

We develop technology that will touch on the operation of every industry across the globe. As a company we work to create a safer future for both people and the planet. Our team members are people that share our values and drive to make an impact, as we create the future of autonomy.

Flexibility

We create the conditions to help you do your best. Therefore, we do all we can to create opportunities for everyone regardless of personal circumstances. As part of this commitment, we offer a variety of flexible working arrangements including:

  • Part time working
  • Remote working
  • Extended parental leave
  • Unpaid sabbatical

We work 37.5 hours a week, Monday – Friday around core hours of 10:00 – 16:00. This is enough for most; but if you require any extra flexibility we will do what we can to support you.

To see our Current Vacancies click HERE

Categories
Business Flexible Working Industry Flexers

We Found Our Flex …By Creating And Championing A Flexible Working Culture

Flexible and remote working. A guest blog from the team at RedWizard – Project, Change & Transformation Experts.

RedWizard And Flex

At RedWizard, we’re not just a team, we’re a strong community of remote and flexible workers. And we believe flexible working should be a basic human right. Why? Because, for the majority of people, it improves their overall health and wellbeing. It’s been proven to reduce stress and increase job satisfaction. Time spent on trains and buses can now be spent with family and friends. There’s more time for exercise, mindful meditation and preparing healthy food. It also means avoiding toxins like exhaust fumes when commuting. Not only that, it’s a cost-cutter with fewer travel expenses and work clothes required… and the list goes on! 

Flexible—It’s Not Just A Word, It’s One Of Our Core Values.

Being flexible is one of our core values–along with being bold, loyal, warm and quirky—they make us who we are and help us to create the future we want to experience. So, we’ve said goodbye to 9-5 and hello to a flexible future!

Control? We Hand It Over And Trust 

Our approach to creating a flexible working culture is to trust our people and hand over control. We focus on what’s being delivered—the outcome. How our people get there is completely up to them. We hire them to do a job, we give them control and don’t micromanage—in other words, we TRUST them! 

By taking this approach, the entire RedWizard community is driven, productive, innovative, passionate about their own work, and inspired by our collective vision and purpose-led mission. Challenges change and change challenges Implementing real flexibility and remote working has its challenges. But… like all businesses, we were born to change! And we take a very human approach. From technology to health and wellbeing, we work together to ensure the entire RedWizard community gets the support they need and remains connected. We do this by keeping pace with new technology and running weekly ‘Good to Connect’ meetings–giving everyone a chance to open up and share if they wish. We listen and care about each other. There’s always someone available for an online chat and a cuppa!

Benefits? You Bet… For Us And Our Clients

Our flexible culture has had a positive impact on the services we provide our clients and our own internal processes, functions and working lives. And having the ability to work in a way that’s right for us—on an individual basis—means we’ve time to live our lives in a meaningful way. We’re more creative, innovative and far more productive as a result. 

What Does It Mean For Our Clients?

Because we all work remotely our overhead is low. This means we can pass the savings on to our clients and remain competitive in the marketplace—making us small, but mighty. With a clear and proven methodology, which we call our Big Four—people, communications, insight, agility—we’re able to accommodate global working across different time zones, we just take time off during the day. 

Our business has gone from strength to strength over the past few years, and we believe our approach to remote and flexible working has played a major role. It’s enabled us to attract some exceptional talent—people who share our values and recognise the benefits of flexible and remote working. As a result, our numbers are growing, we’ve more interest in our services. And we’ve even been shortlisted for the Project Management Institute (PMI) UK National Project Awards, in the category of ‘PMO of the Year’. It’s an exciting time for us all. 

Hey, It Works For Us!

Flexible and remote working is a hot topic at the moment, and opinions across industries are uniting and dividing. Some say it’s great for health and wellbeing, others say it’s harmful. Some say it increases productivity, others say it’s too distracting. Whatever you want to believe, you’re bound to find something on the internet to back up your argument—although it may not always be supported by evidence! 

But… 

We can say with confidence, flexible and remote working has worked for us, is working for us, and will continue to work for us. We believe it’s the future—and should be a basic human right. We’ve more on this topic If you found our approach to flexible and remote working of interest, you may find some of our other articles on this subject of interest too. So please, join the conversation, visit our blog and feel free to like and share any of our articles.

Video: Hear how flexible and remote working impacts RedWizard’s founder and CEO, and online community.

RedWizard Your community of project, change and transformation experts.

Think of us as your very own project, change or transformation management office with decades of experience. We’ll help you identify the right support model for your business and help you evolve that model as your business changes. Our story

Red Wizard Consulting Logo, flexible and remote working supporters

Want to read more about the companies who are flying the flag for flexible working? Check these out…

Hilti – Helping You Find Your Flex

Royal London – Helping You Find Your Flex

Badenoch + Clark – The Rise Of The Flex Working, Flex Supporting Rec Cons

A HR Journey With Pitney Bowes

Categories
Careers Flexible Working Industry Flexers Technology Industry

Why Coding Makes A Great Flexible Career For Mums

Time To Consider Coding

When thinking about your flexible work options, have you ever considered coding?

You might have not heard of coding before, but you interact with code every day.

All the websites and apps you use have been built by code. Essentially, code is a set of rules and instructions that we give to a computer which bridges the gap between human language and computer language.

Everyone has the ability to learn to code, you don’t necessarily need to be a math genius or a ‘techie’. All you need is the motivation to learn and time to practice.

Below, are five reasons why coding makes a rewarding and flexible career.

1. Lose The 9-5 And Be In Charge Of Your Working Hours

How about no longer working 9-5?

All you need to code is a laptop and some good wifi! Many coding jobs can be done remotely either at home, in a cafe or even in another country! You can work the hours that suit you- so you’ll able to go to parent’s evening or be there for the school run. After progressing into a fully fledged developer you could work in house for a company, a web agency or as a freelancer with a range of clients that interest you.

2.  Learn An In-Demand Skill

There’s currently a huge digital skills gap; employers are looking to hire people who can code and have a technical understanding. As our world becomes more and more digital, the number of tech jobs is increasing. This report found there are over 7 million jobs which require coding skills and programming jobs overall are growing 12% faster than the market average. You’ll have a constant supply of jobs to apply for and chose from.

3.  Enjoy A Rewarding Career In Coding

Let’s be honest, not all flexible working options are rewarding. Coding definitely is.

At first learning to code may seem daunting, a bit like learning a new language, but you’ll soon start to realise how it all pieces together and that is a hugely rewarding feeling. You can’t help but feel proud after you’ve built your first proper web page- something you’ve written, now lives online!

Coding With 23 Code Street
23 Code Street

4.  Make Use Of Your Whole Skill Set With Coding

Coding allows you to combine your old and new skills- so you won’t feel like your previous skills have been forgotten. You’ll be able to use skills you’ve developed in previous jobs and other experiences to help you – like problem-solving, basic maths, an eye for detail, communicating and the ability to Google!

Also learning to code can be a good way to upskill in your current profession and get a new role or promotion. For example, lots of marketers and designers are learning to code to be able to edit websites and newsletters and work alongside tech teams with confidence. By being technically skilled, this will give you a competitive edge and make you stand out to employers.

5.  Feel Empowered and Empower Others With Coding

Tech is seriously lacking women. Globally 88% of developers are men; this is having a huge impact on the products and services being released- for example, Apple released a health app without a period tracker on.  By learning to code, you ’ll be helping create a more gender-balanced tech industry, smashing gender stereotypes and inspiring the next generation of girls to work in tech.

Coding Group, 23 Code Street
23 Code Street

23 Code Street is a coding school for all women. For every paying student, they teach digital skills to a disadvantaged woman in the slums of Mumbai.

Join their webinar course for beginners starting on the 10th July and learn to code in 12 weeks through weekly webinars in a friendly and supportive environment. You’ll develop a strong foundation in web development including how to build websites and apps for the web and work on your own practical projects. The course costs £550- find out more and apply here.

If you want to learn more about women in technology, then check out our other blog posts in this series. Read about The Fourth Industrial Revolution & What It Can Offer Flexers / Career Changers / Parents.


Categories
Lifestyle Parental

My Dad, voted HouseWife of the year in the late 80’s

Whilst the rest of the world has transformed over the last 38 years, accepting Dad’s as full-time parents hasn’t, and neither has the way the Government perceive Shared Parental Leave. So, let’s stop giving allowances to the rich, and start giving equality to parents.

38 Years Later And No (real) Change

I was born In September 1980 and my parents had made a decision that my Dad would be the ‘stay-at-home’ parent whilst my Mum worked and continued to develop her career.  This worked for them, and based on what I know now, took some courage to do, but a lot of society was, and it appears still is, uncomfortable when it comes to Dad’s being the ones to stay at home.

For me, it was normal, and it continued until my younger sister started primary school.  I have a half-brother from my Dad’s first marriage, but in the family home, there was myself, my younger brother (18 months my junior) and my younger sister (3 years my junior). 

As a slight aside at this point, my brother and I were not what you would call planned my sister however was.  And you might think that any parents would be out of their mind to actually choose to have three children under three, however there was a reason.  At the time, and seemingly totally acceptable in the early 80’s, my Mum was told that if she wanted her promotion and was planning on having any more children, she should complete her family quickly so as not to hinder her career progression – and so my sister came along soon after.

And so, my Dad was at home with three young children and my Mum went out to work.  As a child, this was our normal.  I don’t remember thinking anything of it until I was seven and we moved back to my Mum’s hometown of Peterborough.  Before we moved, I remember my Dad volunteering at the nursery, and then walking me to school.  I remember our conversations with the lollipop lady at the school crossing and that I went to Paul’s house after school (a childminder where I had egg sandwiches almost every day and my Mum would pick me up on her way home from work).

A Stereotypical Gender Role Reversal

My Dad worked part-time in a local pub to help with some of the money as well as helping out at the nursery.  It was very much a stereotypical gender role reversal compared to most families.  The only thing I ever remember as being ‘different’ was walking across the road every morning to the house on the corner to have my bum length chocolate brown hair plaited, or ponytailed by a neighbour – my Dad had never gotten used to the hair, which probably explains why my sisters was never even when we moved to Peterborough.

When I started primary school, I was in top reading sets, and would often get cornered by parents at birthday parties who would quiz me about my reading level.  By year two in Mrs Samuel’s class I was on books from higher years.

My Dad’s focus was on the three of us instead of washing breakfast or lunch dishes, something I remember always being an argument when my Mum walked in from work whilst I watched Lassie and Gentle Ben.

But by the time we started school we could all read, write, do basic times tables and basic adding.  We knew our complete alphabet and could tie our shoes.  Dad made a shoe from cardboard and tied laces through it to help make it easier than actual shoes.

Given that three children and one salary was quite expensive, my Dad would make my Mum ‘presents’ from wooden lolly stick and he would burn messages to my Mum in them using my Grandads wood burning kit.  He would also write poems to cereal and chocolate companies and we would receive gifts and treats by way of pens, cereal bowls, cereal boxes and boxes full of chocolate as a reward for my Dad’s ingenuity.

This was life, this was our life and perhaps given my age, the comments and looks that I noticed as I grew older, were there, but I was just too young to realise.  But I don’t recall anything being abnormal until I was seven and we moved.

And Then We Noticed We Were Different…

We moved to Peterborough in the summer holidays on 1987. I was seven just a week into my new school and our new life, my younger brother was also at school.

This was when I noticed people asking why my Dad walked me to school every day.  He continued to work at the local nursery as he had before we moved and so many of the parents got to know him early on.  He also when my sister also started school would work as a lunchtime supervisor, a ‘dinner-lady’ and the kids would call him ‘Miss’, until my Dad convinced them all to call him Barrie.

And all of a sudden, all of the kids knew Barrie. All of the kids would wave at him and run over to say hello if they saw my Dad whilst we were out and about – but sometimes I would get asked what was wrong with my Dad and why didn’t he work.  I didn’t know how to respond to this – I didn’t know what they were getting at.

My Dad cooked dinner every-day and it was ready on the table every night when my Mum came in.  I remember arguments when my Mum came in late as we weren’t allowed to eat until she came home, but we would have to sit at the table from the time it was ready.

Housewife Of The Year

My Dad was the disciplinarian, the homestay, and my Mum the breadwinner.  My Dad won ‘housewife of the year’ in the late 80’s and the full page spread in our local newspaper of my Dad with the vacuum in the living room, got even more people talking. 

They say that yesterday’s news becomes tomorrow’s chip paper, but everyone seemed to remember this in our local community.  Barrie the housewife was a well-known celebrity in the local community, and even now the Swingler children are remembered by many teachers.

As the three of us got older, my Dad did a bit more locally. He was Chair of the lone parent advisory service given his organisation skills, he took on more duties at church, and at nursery, and at lunchtimes. This was our life.  He studied when my parents could afford it and when my sister was older, and it made financial sense, my Dad went into a full-time job. However, he hated it but it was what was needed.

In 1999, my parents moved house and when I was visiting one day I was in the kitchen talking to my Dad and a young child fell off their bike in front of their house.  I thought my dad would fly out of the front door – but his reaction was one of stillness with a sadness in his eyes.  Nobody in this new area knew Barrie, and the last thing he would want is to be accused of something untoward by a child he didn’t know.

Not A ‘Real Man’

But this was my Dad.  This was Barrie the housewife, the dinner-lady and the nursery teacher, but not in this new area.  He knew what people had thought about a man who spent so much time with young children whilst his wife went to work, and whilst I knew we shouldn’t talk to strangers, my Dad had never been the stranger.

And at that time, we had a frank conversation about some of the comments that had been made about him for being the one to stay at home.  He had been referred to many times as not being a ‘real man’, simply because real men didn’t stay at home. He had been asked about why he and wife decided this on this strange arrangement and what his motives were for spending so much with kids. 

But he had done what he could to fit around looking after the three of us whilst keeping himself busy and earning a bit of pocket money – the same as any mum may do in the same position.  And I felt more grateful for the way we had been brought up.

2005 And Not Much Has Changed

In 2005 I met a HRD I had been speaking to for quite some time and over coffee she told me she had an ‘odd thing going at home’ – of course I got curious.  By ‘odd’ she meant, that as the main breadwinner she worked, and her husband stayed at home with the kids – we talked a lot about my own experience and how I didn’t find it odd at all.  She shared the tough conversations, the looks and comments that she had her husband got, and the advances that her husband got frequently when he naively thought he was just going on a playdate with the kids.

2019, It’s Slightly Better But Still Dad’s Still Face Stigma For Being A Stay At Home Dad

It’s now 2019, and from what I heard at #TheBigConversation, the judgement of at home Dad’s or those families that split these duties, are still seen as odd – why is parenting odd?  It’s been happening for a very, very long time.

There is nothing odd in Dad’s looking after their children, but whilst I still hear people talking about Dad’s babysitting their kids on nights when the Mums are out – its culture and stereotypes that have to change. 

The Role Of Shared Parental Leave In Challenging Gender Stereotypes

Two of my coaching clients have embraced shared parental leave and it’s ended with the Mum’s going back to work and the Dad’s staying at home.  It works for them, but the comments and the looks continue.

My older brother and his partner are embracing shared parental leave, my sister-in law is taking six months off work and my brother the next three months.  It is normal, yet lots of people assume it’s laziness on his part.  Anyone who has been at home with a six-month-old knows there is nothing lazy about it, and we certainly wouldn’t say that to any Mum.

I don’t have an answer, but I can say, that my stereotype of genders growing up was that we are equal – my view of the world is different to a lot of people I know.  And if that’s all that comes out of Dads being at home, then even that would make it worth it.

But the reality, is that whatever is right for you and your family, is the reality you create for your kids.  Thus, whatever is right for your kids shouldn’t be questioned or judged by anyone else.

As a working Mum I’ve had my fair share of judgement myself – and to be frank it is none of any else’s business what I choose to do, and it’s also none of my business what anyone else thinks of me.

Because whilst the rest of the world has transformed over the last 38 years, accepting Dad’s as full-time parents hasn’t, and neither has the way the Government perceive Shared Parental Leave.  So, let’s stop giving allowances to the rich, and start giving equality to parents.

Now Is The Time For Change

So, my plea, let’s encourage parents to be with their kids and play an active role. Society needs to stop eye rolling the Dads who are at home and the Mum’s who are at work.  Let’s stop looking at the Dad’s like unemployed bums and accept their role as parents.  Parents, parent your own way, in whatever way you choose. Let’s turn our attention to our own families and what’s right for us.

Kelly

Author, speaker, coach, rebel and heart-centred people leader, Kelly is changing the world of work and helping HR professionals do things differently and add more value.

Founder and Rulebreaker at The Chrysalis Crew, she rips up the rule book and helps people create what’s best for them, their teams and their organisations – not what’s best for their competitors.

She’s Mum to twin sons and step-Mum to two sons – a busy home, a busy business and a busy life, but one that’s totally worth it.