Tag Archives: Supportive Leadership
Teresa Scott is helping candidates secure sustainable employment.
Company: Kennedy Scott Ltd
What it does: Highly regarded supplier of training and employability services to Government
Founder: Teresa Scott OBE, MBA
Size of team: Total staff 70
Your name and role: Teresa Scott, Founder and CEO
How did your entrepreneurial journey begin at Kennedy Scott?
I had been working for another organization designing and managing training schemes for young people and blue chip companies and had been pretty autonomous in my role for a few years. I was more or less a one-person operation and thought- you know what? I could do this for myself! So, with the help of friends who backed me financially, I started the company in 1989. Kennedy Scott is now the highest performing provider of Employability support services to people most marginalized from the labour market in the UK.
How is your business challenging the traditional recruitment industry?
Using a bespoke and ‘revolutionary’ assessment process, Kennedy Scott’s trained caseworkers quickly identify the real issues affecting an individual’s rehabilitation and work together to address the barriers impacting the individual’s ability to secure sustainable employment. Through this ‘Circle of Support’, the individual is supoorted with a suite of interventions designed specifically to create a routemap to rehabilitation and employment.
What problems are you trying to solve?
I want to bridge the employability gap for people with disabilities or mental health challenges. We are soon launching a new service for the corporate sector providing advice and guidance to companies wanting to recruit candidates from such backgrounds. We are a catalyst between the candidate and the company, bridging the gap by supporting both parties to get the best from the working relationship. We aim to help candidates in the workplace if they have a health challenge or mental health concerns.
How do you make money?
We run Government-funded contracts, and offer independent advice to companies for a consultancy fee. (more…)
Do you have someone at work who consistently triggers you? Doesn't listen? Takes credit for work you've done? Wastes your time with trivial issues? Acts like a know-it-all? Can only talk about himself? Constantly criticises?
Our core emotional need is to feel valued and valuable. When we don't, it's deeply unsettling, a challenge to our sense of equilibrium, security, and well-being. At the most primal level, it can feel like a threat to our very survival.
This is especially true when the person you're struggling with is your boss. The problem is that being in charge of other people rarely brings out the best in us.
“Power tends to corrupt, and absolute power corrupts absolutely,” Lord Acton said way back in 1887. “There is no worse heresy than the office that sanctifies the holder of it.”
The easy default when we feel devalued is to the role of victim, and it's a seductive pull. Blaming others for how we're feeling is a form of self-protection. Whatever is going wrong isn't our fault. By off loading responsibility, we feel better in the short-term.
The problem with being a victim is that you cede the power to influence your circumstances. The painful truth when it comes to the people who trigger you is this: You're not going to change them. The only person you have the possibility of changing is yourself.
Each of us has a default lens through which we see the world. We call it reality, but in fact it's a selective filter. We have the power, to view the world through other lenses. There are three worth trying on when you find yourself defaulting to negative emotions.
The Lens of Realistic Optimism: Using this lens requires asking yourself two simple questions when you feel you're being treated badly or unfairly. The first one is "What are the facts in this situation?" The second is, "What's the story I'm telling myself about those facts?" (more…)
McKinsey report that executives can thrive at work and in life by adopting a leadership model that revolves around finding their strengths and connecting with others.
They have conducted interviews with more than 140 leaders; analysed of a wide range of academic research in fields as diverse as organisational development, evolutionary biology, neuroscience, positive psychology, and leadership; held workshops with hundreds of clients to test their ideas and undertaken global surveys.
Through this research, they have distilled a set of five capabilities that, in combination, generate high levels of professional performance and life satisfaction.
The five capabilities are:
Meaning : Managing Energy : Positive Framing : Connecting : Engaging
In this video, Paul Bridle talks about whose role it is to ensure people are motivated while at work.
Most everyone has experienced a relationship that turned toxic.
If you have, you know they’re a major drain on your energy, productivity, and happiness.
In a study from Georgetown University, 98% of people reported experiencing toxic behaviour at work.
The study found that toxic relationships negatively influence employees and their organizations in nine notable ways:
- 80% lost work time worrying about the incidents.
- 78% said that their commitment to the organization declined.
- 66% said that their performance declined.
- 63% lost work time avoiding the offender.
- 47% intentionally decreased the time spent at work.
- 38% intentionally decreased the quality of their work.
- 25% admitted to taking their frustration out on customers.
- 12% said that they left their job because of it.
- 48% intentionally decreased their work effort.
While the turnover from toxic relationships is costly, the real cost is the lost productivity and emotional distress experienced by people who are stuck in these relationships.
We may not be able to control the toxicity of other people, but we can control how we respond to them, and this has the power to alter the course of a relationship. Before a toxic relationship can be neutralized, you must intimately understand what’s making it toxic in the first place. Toxic relationships develop when one person’s needs are no longer met or someone or something is interfering with the ability to maintain a healthy and productive relationship.
Receiving effective feedback, both positive and developmental, is very helpful to anyone at work.
Feedback is valuable information that will be used to make important decisions. Top performing companies are top performing companies because they consistently search for ways to make their best employee even better - and providing them with effective feedback is an important aspect of achieving this.
This toolkit can help you and your team colleagues review and develop your feedback skills. It provides you with:
- Examples of different approaches to giving and receiving feedback, and
- Tasks and activities that can use with your team.