Rethink Work

rethink work The magazine for fresh thinkers

Issue 1 November 2022

in this issue 2-3

In this issue

4-5

Welcome | How to rethink work

6-7

Rethinking women in the workplace

8-9

How to own change

10 - 11 Course Review 'Fink Different' 12 - 13

Early Career Coaching

14 - 15 Rethinking Events 16 - 17

Book review How to Own the Room

18 - 19 Nature and Connection

20 - 21 Rethinking the menopause and midlife 22 - 23 Introducing menopause policy into your organisation 24 - 25 Rethinking Masculinity 26 - 27 My Rethink Moment 28 - 29 How our brains hold the key to our wellbeing 30 - 31 Rethinking inclusivity 32 - 33 How to start your job search 34 - 35 Rethinking podcasts 36 - 37 How to get recommended for your work 38 - 39 Work with Another Door Rethink Work magazine

Hello from Eleanor,

Welcome to the first issue of

Rethink Work magazine.

It was after reading the amazing Bernardine Evaristo’s book Manifesto, I put it down and just set to work. Enough of this putting things off! I love those moments, when you burst into action.

Curating this magazine has been everything that starting a new venture should be - exciting, terrifying, overwhelming, tiring, impossible, possible.

I have been joined by a fabulous team, Claire Winter and Stevon Daef.

Absolute superstars in making this happen. As well as all the contributors and our incredible members on Recommended.

This project is where three ideas that originally started as separate thoughts, came together. By asking myself ‘What if?’. What if I created a platform for people who wanted to start something new, who might not have it all sussed yet, but are ready to help others rethink. And what if I created a magazine to amplify that thinking. Rethinkers helping others rethink. So here we are.

We have curated articles to make you stop and think, to maybe even create debate. It's not about articles that only align with my thoughts. This has been my biggest challenge. To NOT be the editor. To encourage people to put their message out there. So my editing mind has actually had a rethink itself!

I can’t help but reflect on this milestone. Five months ago I was talking to my coach about how I struggled to be proud about anything. And it struck me. I feel proud today. That this magazine, and all the people in it, coming together. And we get to share some extraordinary work which changes the way we work.

How can I not be proud of that? So I hope you enjoy this first issue.

If you have any comments or would like to get involved please contact us at hello@anotherdoor.co.uk.

r eleano

November 2022 | Issue

I couldn’t keep telling others to make their ideas happen, to think big and bold, to do things even when you don’t feel ready, and not do it myself. This magazine and the new Recommended platform have been a small simmering idea for over four years. That's too long to keep putting something off.

But I know how this works, things (life) get in the way.

Change can be a good thing.

Rethinking work is about giving yourself permission to think deeper, see a different perspective, see an opportunity.

How to rethink work You might be reading this magazine and doing your own rethinking.

Here are three ways to start to rethink work1. Start with simple questions. What is feeling good right now? What could be better? What is important to you?

2. Look for people who are doing things that get you curious, that spark your interest. What made you curious? What are those people doing that you admire? What are you learning from them?

3. Catch yourself when you feel resistance. Notice what triggered you to feel resistant. How did it show up for you? How can you react next time?

Rethinking work is about acknowledging the small things as much as big career change moments. It’s about us constantly learning and growing so that we become better people. It’s about us knowing that we can help ourselves to have a better work life. And it’s about constantly challenging our thinking.

Join the community and keep the conversation and the rethinking going

rethinkwork.circle.co We’d love to know your thoughts on what you have read in this issue. Which articles got you thinking? What actions have you been inspired to take? Join in today.

Rethink Work Magazine

Rethinking

Carla Miller - Leadership Coach

Women and

the Workplace

Carla Miller, Leadership Coach shares her thoughts on what can be done about the Influence Gap.

It’s an unlevel playing field Our leadership skills are equal to those of men yet we are less likely to be encouraged into a leadership role.

Men are twice as likely to be promoted or selected for leadership training, while a study published in The Leadership Quarterly showed that 'Men were encouraged to step forward and ‘claim their space’ as leaders and women were advised to take a narrower focus by developing specific areas of expertise and appeasing colleagues.' Men tend to rate themselves as better leaders than women do. But in reality, people often rate female managers more highly for leadership effectiveness.

We can be judged for stepping into our authority. An article in the Harvard Business Review on the unseen barriers to women rising into leadership roles shared that 'integrating leadership into one’s core identity is particularly challenging for women, who must establish credibility in a culture that is deeply conflicted about whether, when, and how they should exercise authority.'

closing the Influence Gap

We struggle to get our voices heard. It’s not about getting a seat at the table – we need to be heard when we get there. Research conducted by RADA in Business found that only 8% of women find it easy to make their voice heard and women are 12% more likely than men to feel uncomfortable when meeting with board members or senior management.

We are trying to succeed in a working culture that was designed for men, by men and as a result only one in five women feel a strong sense of belonging in the workplace. This makes it harder for us to share dissenting views.

Senior women are often ‘Onlys’ According to the McKinsey & Company Women in the Workplace 2020 report: Seniorlevel women are also nearly twice as likely as women overall to be “Onlys”—the only or one of the only women in the room.

That comes with its challenges: women who are Onlys are more likely than women who work with other women to feel pressure to work more and to experience microaggressions, including needing to provide additional evidence of their competence.

As we look to the future of work we must address gender inequality, and recognise the fact that it intersects with other biases like age and race meaning many women face additional barriers to success.

Once you see yourself as the leader you are, it’s time to learn how to step into your authority so that you are seen as a leader by others too.

November 2022 | Issue 01

Women leaders across the globe are experiencing the Influence Gap. This is a systemic problem, not a problem with women.

We quite simply hold fewer positions of power and so we aren't at the table for the decisions that matter.

It’s no wonder so many talented women experience imposter syndrome! Most women are unaware of the true extent of gender bias and so when we experience it, we assume it is because we are doing something wrong or are not good enough in some way.

How do we close the gap?

Women face a double bind. When we try to replicate the behaviour of our male colleagues it feels awkward and we are criticized for it, but when we conform to society’s expectations of how women should act, we often go unheard and unrewarded.

We have to undo the damage to our confidence that gender bias has caused. I’ve worked with thousands of women over the past few years and so many of them struggle with negative self-talk.

In 2022, women hold only 29% of senior management roles globally, despite the fact that gender diversity is known to improve profitability.

They compare their messy inside to the seemingly confident exterior of others and think they are failing.

If that resonates with you there are two things I’d like you to know:

1. You are not alone You are not alone in your self-doubt, in your worry or imposter feelings, or in the challenges you face. The other women that you look at and think have it all sorted – behind the confident exterior, they share many of the same thoughts, feelings, and challenges.

Tips on how to close the gap Think about how you’re coming across to other people and learn how to step into your authority. Society teaches women to be more comfortable taking responsibility than claiming authority and this can often trip women up as they progress in their careers.

Turn down the volume on your negative self-talk, worry less about work, stop holding yourself to ridiculously high standards and put some coping strategies in place to deal with the tough days where you feel overwhelmed.

Spend time working on your influencing skills so you can successfully navigate internal politics and influence senior stakeholders.

Men can be an ally

You do not need fixing. It is not your fault that your voice isn’t being heard. Be reassured that there is a systemic problem with how women are perceived in the workplace, not a problem with you.

If you are a man reading this, consider what you can do to be an ally. For example allyship is not pointing out that a woman in your meeting hasn’t spoken. Instead, include her in the conversation and ask her what she thinks. The more men that get on board with redressing the power balance in boardrooms and beyond the better.

You can turn down the volume on your negative self-talk, worry less about work, stop holding yourself to ridiculously high standards and deal with the tough days where you feel overwhelmed.

Women need to be confident to lead their way, which is why I wrote Closing the Influence Gap. I want to help them redefine what leadership looks like and recognise the strengths that women bring to the workplace.

2. There is nothing wrong with you

Find out more about Carla

Carla Miller is a leadership coach and host of the podcast Influence & Impact for Female Leaders who works with women in management and leadership roles to develop their careers and their confidence. Her book Closing the Influence Gap has been named one of the top leadership books to read by Management Today.

Rethink Work Magazine

Over the last four years we have focused on job loss and how to make it a good thing.

But recently we have been talking to people about change at work, not losing their job, but the change all around them, and how they feel overwhelmed and anxious with the uncertainty.

Dealing with this is often the missing piece in transformation and change programmes in organisations.

I’m usually brought in as a consultant to develop the communication change programme, the focus is usually on leadership – messaging, sequencing, and visibility.

But who is helping people to understand their change story? How can they translate what is happening to them?

And more importantly, how can they navigate the change successfully?

When people feel like they have more ownership they begin to feel more connected. Leading people through change is one thing, people leading themselves is the powerful missing piece where the two align.

navigating change and transformation You are working on your transformation plans, the processes, the systems, and the communications.

It’s an ever-growing list, and it’s all important.

But what about the bit that doesn’t get much time, how are we actually going to take people with us on this journey?

We get the communications or HR team to create an engagement programme.

Nice messages, uplifting films, and listening sessions.

It’s all great, but there is something missing.

Humans are individuals. We all react to change in different ways.

We all process information differently and need time to think.

listen to the podcast with Katie Stobbart

https://thefocusbeeshow.buzzsprout.com/

How to move through A change experience People need time to think, time to process. Not more comms, not more being talked at. Time to think.

You’ll only get connection with organisation goals when people understand what it means to them personally.

Without this missing piece it's like throwing seeds on dried out soil. We can hope something might root and grow, but of course prepared ground enables the seed to grow much quicker.

We work with you to align this experience with your plans. We create workshops to embed change in a positive way, we facilitate onboarding for people, and we’ll provide further coaching if that’s needed.

November 2022 | Issue 01

Rethink change

Eleanor Twedell

Change is inevitable but it’s also something people and organisations find a tricky path to navigate. Here at Another Door we believe a new narrative is needed around the topic of change. We help organisations and their employees thrive through change.

Try working through these 5 simple questions.

1.) Acknowledge - the first step is acknowledging change, the scale of it for you, the impact, what it is.

Ask yourself ‘What is really going on here? How is this change manifesting in my life?

2.) Observe - the second step is observing your reactions, and how do you behave when change gets dialled up.

Download the Five Steps to owning change at work guide here

Ask yourself ‘How am I? How do I feel about all this? Why do I feel like this?’

3.) Process - the third step starts to look at how to understand, interpret it, make it meaningful to you.

Ask yourself ‘What does thismea n for me? What is the real impact?’

4.) Explore - the fourth step encourages you to open up to possibilities, to create ideas, and see opportunities.

Ask yourself ‘What is the opportunity?

What is the ideal scenario that could happen through this?’

5.) Choose - the fifth step is about taking ownership. Knowing that you now own your response, and how to move through change.

Ask yourself ‘How am I helping me achieve my goals? What small steps can I take today?

The experience is circular because you can use these questions every time change shows up. Each time you go through the process you’ll discover different things. Your toolkit will grow and you’ll learn how to navigate change in a way that works for you.

Find out more about Another Door and Eleanor's work

Five steps to owning change We developed the five steps to owning change by looking at the best change management theory, recent change research, using behavioural change studies – and mapping what people say and what’s on their mind when they go through change (this was part of our beta development).

The most important finding was creating space to think. Often change at work means heavier workloads, with fresh challenges and new ways of working. Without time to slow down and process this will be a breeding ground for unrest and resistance.

Working through your change story We all have change stories running all the time. Sometimes they are dialled up and full volume, taking up valuable thinking space, sometimes they are quietly running in the background.

When you are going through change at work it’s essential to create time to think. It’s too easy to default to busy diaries, back-to-back meetings.

This is about change in your life, it needs prioritising.

Just ten minutes a day of thinking time without distraction can help you work through change better. Maybe over a coffee, an iced water, or a lunchtime sandwich. Staring out of a window or moving to a different room can help reset thinking.

How to

own change

Course Review Each issue we review a course that got you rethinking. If you want to share your course experience, get in touch.

Scott Leiper reviews The Do Lectures Fink Different course. ’Creativity for Business’ by Graham Fink, one of the world's most creative minds.

Name: Scott Leiper Work: The Learning Lab & Imaginocity What do you do?: I go by the title of Creator. I create immersive and interactive learning experiences for organisations and individuals.

What is your Rethink Work tip/advice: Curiosity is a great place to visit. Make sure you spend plenty of time there.

Where can people find you: LinkedIn & Twitter personally, and Imaginocity is on Instagram and Twitter.

Lover of Bowie, baking and bikes Scott describes himself as a creative leadership, management and personal development expert. He has spent the last 13 years developing The Learning Lab, a creative and diverse leadership development business. He has an established reputation for making the often complex, simple, practical and memorable.

November 2022 | Issue 01

Head over to thedolectures.com for more information on their courses and events.

November 2022 | Issue 01

His other business, Imaginocity is a product-led learning venture which aims to ignite the mind and empower greatness. His debut product, Cognitize, is a sustainable physical and digital card system that grows with each new story to help learning stick.

In 2020 Scott co-created Kindfest. A global virtual celebration and education of workplace kindness.

Kindfest raised thousands for charity and helped spread ripples of kindness across communities.

"We’re all going to die" I never thought the opening line from a man peeling a boiled egg and announcing my armageddon would kick start a new wave of personal creativity for me, but that’s what Do Lectures Fink Different, hosted by Graham Fink, did for me. Someone recently described me as having itchy creativity. However, like most creatives, I go through short stays of mental cement. Unable to produce dangerously edgy ideas that ultimately become my work. I was lacking some wow and desperately needing some how. So, I signed up.

To describe this as a programme is doing it a disservice. It’s like a virtual concept album of ideation content. Layers, textures, stories, colour, insight, ideas, soundbites, sparks, solid scenarios, real people; a long-lasting resonating trail of wonderful thoughts.

So here’s a fast-track tour of what’s inside the magical land of Fink, or rather how I’ve used it to supercharge my work, or as Graham would advise, “For fuck sake, Fink Differently.”

new beginnings

Making My Mark

Cultivate Ideas

It’s loving your dreams and the power of today. Questioning what the actual fuck am I doing every day and do I find the joy in all of it. I’ve discovered I’ve been drawn more by what I love— recognising that every action is life, proudly embracing my goofdom and making beautiful things that no one will ever see.

I’ve been celebrating; collaborating with unknown heroes. Knowing that tomorrow, my support might lift their story to more ears and deeper hearts. I’ve ripped stuff up, turned it inside out and looked for new ways for old ideas.

I’ve been amplifying wow in work.

Not always shouting louder but using my energy in better ways.

Seeking out new people to collaborate with; break away from trodden paths. Reminding myself of why I started out; questioning am I honouring it, asking am I scaring myself enough every day.

Beginners Mindset Being clueless is such a gift. I had never considered the value of being that beginner. I’ve been experimenting; doing things I’ve never done. I’ve been writing rawer, more spontaneous poetry. I’ve been recording audio stories of where I’ve been and what I’ve seen. I’ve been living more left-handed when I may often go right.

Big Ideas Breed Lots Of Small ideas Look at something everyone else sees, then try to see it differently. I’ve used this advice to kill some stuff and bring a new bloom to others. Graham spoke about having 100 ideas every day to bring ideas to life. I’ve gone BIG; regularly coming up with 60 in 60 minutes.

Worrying Less About Legacy Living far more in the moment; doing more things that matter to me and the world I create. I’ve been writing, travelling, creating, consuming and building a future of these beautiful thoughts and making sure I fink differently in everything I do.

Rethinking

early

careers

coaching Imagine an organisation where everyone benefits from a coaching culture. All too often it is senior members of staff or leaders in a company that are offered coaching.

One of the most common reasons given for not coaching junior managers or staff members is cost.

But democratising coaching across a business actually makes economic sense boosting staff retention levels, productivity, and employee satisfaction. Is it time to break it out of the C-suite coaching box?

Rebekah Whitaker is on a mission to support people early in their leadership roles. We find out what is driving Rebekah’s cause.

Find out more about Rebekah's work coaching early careers, first line managers, team leaders and graduates.

Rebekah Whitaker - Career Coach

thinking outside the C-suite coaching box Rebekah Whitaker from Quest for EST is championing the cause for careers and future leaders' coaching to become commonplace in the workplace. “The very essence of coaching is to help people think differently in order to maximise their personal and professional potential. Why would you wait until someone has been doing their job for 20 years before giving them access to a coach?”

“Imagine the impact it could have on someone’s career and leadership skills if they worked with a coach right from the start?”

She also points out that it gives leaders the skills they need as they progress in their careers.

“Future leaders suddenly find themselves in a position where people management is part of their role, and usually the skills that got them promoted to that role in the first place leave them ill-equipped when it comes to getting the most from their team.

Coaching allows them the time and space to explore this new set of skills that they need, and how best to use them.”

Studies from the International Coaching Federation show that 80% of people who receive coaching have increased self-confidence, 70% benefited from improved work performance and 86% of companies recouped their investment in coaching.

There is a strong case for coaching at all levels in a company, not just top-down.

Rebekah wants organisations to include coaching in their budgets and make sure that employees are encouraged to make time for it. "I’ve recently started working with a company who gives their employees a development budget and the autonomy to choose how that budget is spent. Information on coaching is included in their annual appraisal, so employees could then choose to have coaching if they want. It’s a brilliant way to give staff access to coaching. Often people have never had coaching or know how to use it, so taster sessions are really useful to dispel any fear or questions.”

"Outwardly I was bubbly, why early careers coaching can confident, capable, and didn’t take crap from anyone. Trust me, make a difference being a woman in a male 1. It helps employees avoid environment, plenty was thrown burnout by guiding them to find my way. My confidence was ways to manage workloads, actually at rock bottom; I felt like I combat stress, and create a had no clue what I was doing. healthy work-life balance.

My insecurities meant that I didn’t allow people around me to grow 2. It encourages employees to to their full potential, because I bring fresh ideas to the table, and thought I would lose it all if take ownership and responsibility someone was better than me." for their actions.

3. It creates confident employees who don’t shy away from difficult tasks and conversations, and are secure enough in themselves and their abilities to help others grow and flourish.

Coaching was a life-changing experience for Rebekah. “During my time as an engineer, one of my colleagues told me that when we’d first started working together he found me intimidating because I seemingly had it all together and he questioned whether he could ever operate at that level."

Through coaching, Rebekah's entire outlook changed, and she was able to finally feel on the inside what she portrayed on the outside. "Coaching allowed me to truly understand who I am; to own my strengths and no longer be afraid of my weaknesses."

She points out that if she had been given coaching when she started to lead, she would have done it very differently.

Photo: Rebekah in her engineering career, 2012

Rebekah believes the top-down approach is a utopia. “It makes total sense that if company culture and leadership is driven from the top it is going to have the biggest impact as it filters throughout the company. But what I’ve seen time and time again is that the passion and culture created at the top breaks down somewhere in the middle. Who do the early careers and future leader employees emulate? The well-intentioned CEO that they see twice a year at company roadshows? No! They become carbon copies of the disgruntled middle managers who are leading them on a daily basis.”

" I was prone to procrastination due to crippling confidence issues which would lead to stress and anxiety. Being able to work with a coach at this point I truly believe would have changed the trajectory and outcome of my career."

Rebekah has also seen the impact coaching can make early in someone’s career, “I coached a management trainee who was struggling with confidence.

Through our work not only did they gain the assurance to tackle and excel in their current role, they actually applied for promotion whilst they were still undergoing their training and they got it!"

Coaching enables businesses to have a resilient workforce in a hybrid working world that is expected to change rapidly in the next few years. Isn't it time to start thinking differently about coaching in your business?

Rethinking events The industry has come up with clever hybrid solutions that engage in-person and online participants.

Embracing new technology and the demands of creating an online experience during the pandemic.

We talk to Louise Connor from lemonzest events about how she sees the industry evolving.

Louise says the last few years have been a rollercoaster. “The events industry had to adapt rapidly through the pandemic, changing business models and rethinking how events could be delivered. Whilst it was challenging, if you look at the positives, online events have grown and hybrid and virtual events continue to be part of the mix.”

“There is no doubt that technology continues to advance the industry in how events are executed.”

She also says that outdoor events have increased in popularity, with festivals and experienced based events becoming a growth area.

There is also a growing demand for events to be part of something more. Whether it's being part of a community centred around the event (using community platforms like Facebook Groups, Telegram, WhatsApp, Circle, Slack) or part of a series of face to face and online events.

"It feels like it's not just about the event anymore (if it ever was). It's about the before communications and afterwards follow up, and how people stay connected to the message of the event"

Louise Connor

The last few years threw a curveball to the events industry, but they have bounced back with new and innovative ways to serve clients and engage and entertain event attendees.

the Global Events Industry is worth £1.3 trillion Howard Givner, director of the Event Leadership Institute predicted in his state of the industry address in 2021 that corporate events will shift from a revenue source to a marketing vehicle.

There’s no limit to the number of virtual attendees that can gain access to an online event. So in this way, online events have become a form of mass communication and part of the PR toolkit too.

Givner uses Microsoft’s 2020 conference as an example. In 2019, they charged $2,395 per person to attend and saw 6,000 attendees. In 2020, the event was free 197,000 people showed up.

Hybrid events have the opportunity to generate revenue and PR, the best of both worlds.

Find out more about Lemon Zest Events

Online and Hybrid events have become a powerful PR tool People adapt well to hybrid and online events. With more flexibility in how people work and where they are based, hybrid events continue to form part of our day-to-day lives.

Louise says “Technology adapted to support hybrid and online events and creativity soared with how events were delivered. And the way they can be recorded, shared, and used in a variety of ways such as on-demand viewing or on social media.”

“In-person events took a while to emerge but are back at the levels we saw previously. People have missed that in-person experience and connection.”

Louise says events companies have had to create teams to deliver specialist skills to suit the changing needs of their clients. “People now want a one-stop shop. Everything from venue finding to multimedia production and digital media, filming, entertainment, managing third-party suppliers, and everything in between.”

She also points out that there is a shift to more conscious decisions about sustainability and making the right choices for the environment.

making a hybrid event a success Visualise what success looks like for you, the endpoint, and the results you want, and work back from that. What do you want the overall experience to be for your attendees or delegates? Identify the elements that will contribute to a successful event.

Delegate what you can to the professionals, not only will this ensure that your event is delivered with the wow factor, but it also frees you up to experience the event.

Triple-check the tech, and have specialist teams to deal with the live streaming, filming, and live online elements of the event.

Think beyond the actual event. For example, how can you maximise the event’s longevity? Live streaming, or filming to share postevent, capturing feedback or vox pops of keynote speakers/award winners, etc. Think of content that you can reuse to maximize your exposure through PR and social media during and after the event.

Plan in advance as much as possible. Venues at the moment are in high demand and the right venue can make all of the difference in the success of a high-profile event. Book now!

Define your objectives and have a budget. Even if these shift slightly they will help to focus the planning.

Consider what you could do differently to make an impact and create a lasting memory for your delegates.

Rethink Work Magazine

book review

books that make you go ooh Here are some brilliant insights and advice from Viv Groskop's book How to own the room.

We have to find a way around it. You can’t avoid it but you can make it work for you. As Viv says “We need to make Zoom our bitch”.

Think about what it is you hate about it. How can you change that? You can own your Zoom. Try reducing the time – a quick 30 minutes rather than an hour, breaks in-between, camera off if someone is presenting.

Can you send out reading, questions, and topics in advance, so everyone knows

why they are there, what will be covered, and the purpose of the meeting – it’s no different from an in-person meeting. If you are running a big meeting, appoint a moderator to check the waiting room and chat while the presenter can present/run the meeting. They can also help pin the speaker, deal with any tech issues and make sure everyone is happy.

How are you arriving at the meeting?’

‘What’s on your mind’

Use the chat to check in rather than a round-robin of check-ins.

Ask people to use to chat to share:

Are you on mute?

Ask these questions before: Why am I at this meeting?

How can I be useful? (Not everyone needs to talk to be useful) How can I make sure we have equity on this call?

Laugh through mistakes, it’s ok – remember the Cat Face call that went Viral (if not search on

”we need to make

YouTube for two minutes of joyous distraction).

Some recent industry research found that 23 minutes is when your mind wanders. People will get restless fidget and perhaps start to multitask. We’ve all seen it when eyes start to wander and people start to surreptitiously check their phones. Could you put in a break at this point or start a Q&A?

Zoom Fatigue Try to avoid multi-tasking temptation! We know, we know, it’s so tempting, isn’t it? To just do

zoom our bitch”

November 2022 | Issue 01

I admit it, I'm a big Viv fan! Everyone should read Lift as you climb, and right now we all need the confidence of How to own the room! Eleanor

Don’t overthink when using Zoom, but make sure you do some prep. Thinking about audience experience will help everyone have a better and more productive meeting.

Did you know? The first commercially packaged video conference took place in 1968 at the World Fair in New York.

that other thing. But think of it this way – when you multitask while on Zoom you are sending your mind into overdrive. What happens when we get into overdrive, we get too hot, and burn out.

According to recent research in the Harvard Business Review trying to do multiple things at once cuts into performance.

Because you have to turn certain parts of your brain off and on for different types of work, switching between

their backgrounds as well.

The brain is processing all of these visual environmental cues at the same time. To combat Researchers at HBR also mental fatigue, encourage found that people who people to use plain, simple multitask can’t remember backgrounds or agree as a things as well as their more Short and to the point Consider making meetings group to have everyone singularly focused peers.

25 or 50 minutes (instead of who is not talking turn off The next time you’re on a the standard half-hour and their video, especially if video chat, close any tabs hour) to give yourself you are on a longer call. or programs that might distract you, put your phone enough time in between to get up and move around for You can still have a away, and stay present.

Whatever that other thing is a bit. phone call!

– it can wait.

When did we stop phone tasks can cost you as much as 40% of your productive time.

Eye rests Take mini rests by looking away from your computer completely for a few seconds now and then. It is possible to listen without staring at the screen for a full 30 minutes? This is not an invitation to start doing something else, but to let your eyes rest for a moment. Also, think about when you go off camera.

The general etiquette is it’s ok for people to be off camera if someone

is presenting. But if there are people in the zoom room you want to make an impact on, staying on camera may be a wiser option.

Stop looking at yourself!

Recent HBR research shows that when you’re on video, you tend to spend the most time gazing at your own face. This can be easily avoided by hiding yourself from view. Still, onscreen distractions go far beyond yourself. You may be surprised to learn that on video, we not only focus on other people’s faces but on

calls? Maybe you don’t need a Zoom. It now feels like the default, but for a short 15-minute catch-up, maybe it’s time to go old school and pick up the phone. You could even encourage a walk and talk where you get to leave the laptop and get some steps in instead.

Viv Groskop’s book How to own the room is THE go-to book for speaking and confidence. In 2020 she added ‘How to own the Zoom’ a brilliant guide to embracing the technology which is now our go-to communication tool.

“How do you own the room when you aren’t actually in it?”

Rethink Work Magazine

How do you spark your creativity when you are feeling uninspired or busy?

Claire Winter, founder of The Creatrix Journey, shares the magic power of nature to boost our mood.

For me, creativity is as essential as breathing to lead a happy and fulfilling life. But when and how do you get inspired?

There are times when you are sitting at a desk, staring at a screen or blank paper, seeking inspiration when it feels non-existent.

Creative blocks can arise for many different reasons, it may feel like there’s a problem you can’t overcome, overwhelm, fear of failure, and self-doubt can also stand in your way.

Being creatively blocked can feel incredibly frustrating, time- consuming, and ultimately, can lead to a lack of motivation. The most important thing to remember is that creative blocks happen to everyone, but there are ways in which you can overcome them. A powerful tool to help you get creative is spending time in nature.

According to the scientists at Stanford, subjects who walked and performed creativity tests, such as rapidly coming up with alternative uses for common objects performed 60% better than those who were sedentary.

Interestingly creative output was similar whether walking on a treadmill or being in nature in the study. However, walking in the great outdoors can help to empty the mind, get inspired, and come up with new creative ideas. The simple act of putting one foot in front of the other and the rhythmic cadence of your steps can get you into the magical ‘flow’ state that many artists, writers, and creators talk about.

On top of this, we also know that exercising in nature is not only good for our physical health but also our mental health.

By boosting mood and energy, you are also helping to improve your creativity.

Nature connection can also be an important part of the creative process. Taking a walk allows the overthinking cycle to break when we are stressed about not finding a solution to our creative block or a work issue. I believe so passionately in the power of walking to ignite creativity that I created an online walking and creative writing course for women. Each week, they are given powerful audio to listen to and writing prompt. They go for a walk, and we return to write on Zoom together to write creatively. The results have been amazing, beautiful poetry and prose, fabulous business ideas, amazing personal insights, and really interesting blogs have been written during the course. We are also working on a corporate away days and workshops to help boost creativity and communication in hybrid teams too.

Walk it Out Going for a walk has been found to boost creativity. A study from Stanford University found walking can boost creativity by sixty per cent. The great German philosopher Friedrich Nietzsche claimed that all great ideas came from walking. So, what about walking helps our brains switch into a creative mode?

Why Why

nature nature connection connection

boosts boosts creativity creativity

Mindful Walking in Nature is Good for You Mindful walking in nature has become so popular that you can now go to a forest bathing workshop or even train to be a forest bathing practitioner.

Forest bathing or ‘shirrin-yoku’ was first developed in the 1980s following studies by the Japanese government.

The benefits of forest bathing are said to be numerous. Results showed that two hours of mindful exploration in a forest or wood could reduce blood pressure, lower cortisol levels and improve concentration and memory.

Researchers also found that trees release a chemical called phytoncides which have an antimicrobial effect on human bodies, which can, in turn, boost the immune system.

The Japanese government thought the benefits were so great that they introduced it as a national health programme.

In another study, researchers in Finland found that urban dwellers who strolled for as little as 20 minutes through an urban park or woodland reported significantly more stress relief than those who strolled in a city centre.

As we spend more time online indoors, this is a timely reminder to stop the scroll and spend twenty minutes in walking in nature.

Claire Winter is a former journalist, ICF coach, Nordic Walking instructor, speaker, and awardwinning podcaster who loves being out in nature. She wants to make an impact by helping people to connect back to nature, ignite their creativity and share their words and wisdom with the world.

To find out more, scan the QR Code

Nature Connection & Creativity Tips

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Rethink Work Magazine

Menopause seems to be constantly in the headlines thanks to celebs like Davina McCall and Meg Matthews. Finally, women’s voices are being heard on a topic that, let's face it, will affect all women (and their families) in some way.

The conversations that are now happening about perimenopause and menopause in mainstream media are filtering down and affecting workplace policies and decisions.

But is this a good thing?

We talk to Rachel Lankester the founder of Magnificent Midlife about Menopause and ageism in the workplace.

November 2022 | Issue 01

Rethinking the menopause and midlife

Menopause has been getting a bad rap.

Headlines focus on the HRT shortage and wellknown figures like Davina talk about their struggle, like debilitating brain fog, which made it difficult to do her job.

In recent media stories menopause has been linked to an increase in suicide, job loss and the number of women in prison in midlife not to mention causing women to be at greater risk of a range of diseases, from Alzheimer's to heart disease. It is still seen largely as a negative event that prevents productivity. It has to be medicated and is something that needs fixing.

Rachel shares a different perspective. She was given an early menopause diagnosis at 41.

Rachel believes that menopause is a natural transition that does not necessarily need ‘fixing’ but that workplaces do need to acknowledge and accommodate the different needs of women during this time.

“As a post-menopausal woman long advocating for greater menopause awareness, I applaud the honesty and influx of information.

Women need to be aware of what menopause is, which is the end of their fertile life and periods. Plus the changes that come with it, which can range from anxiety to loss of libido, to hot flushes and mood changes.”

To find out more about Rachel's work scan the QR Code

Rachel’s manifesto to help us rethink menopause and midlife

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Menopause is a not medical condition, our first instinct should not be to medicate for it.

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Menopause's symptoms’ are nature’s way of telling us how we live our lives may have to change if we want long-term health. It’s about choice, menopause gives us an opportunity to start listening more to our bodies and making positive changes.

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You don’t have to be on HRT forever. (I do not believe HRT is something women should be on forever, that we need it to protect us from health conditions associated with female ageing, nor that it’s good for a woman in her 80s to enjoy having ‘periods’ because she is still on HRT (a prominent private gynaecologist is the source of those ideas).

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Being post-menopause can be liberating. (When I asked my community of over 2000 women for words about life postmenopause, the overwhelming themes were liberation, calm, and a renewed sense of energy and purpose (not to mention the second creative spark we reach in our fifties).

Menopause does not needs fixing. It may be challenging and we may need help to manage symptoms but it’s a natural stage in life.

Menopause can be something wonderful .

We do not need to fight menopause, let's embrace it.

Lifestyle changes can help women with their menopause experience.

Education on our choices and what our options are should be talked about more.

Your brain gets a MIDLIFE upgrade "While many focus on the negative changes during menopause, I also learnt about positive changes in the brain, which is something rarely highlighted in the media but that is backed up by science.

In the book, The Upgrade: How the Female Brain Gets Stronger and Better in Midlife and Beyond, neuroscientist Dr Louann Brizendine writes how, during our fertile years, women are on a “hamster wheel” of hormones, all of which create a rollercoaster of “urges, obsessions, and delusions around relationships and intimacy”, women are hormonally wired to find a fertile mate, whether we are aware of it or not."

Once we are off this, Dr Louann writes, the brain is “free to explore and expand intellectually and emotionally”.

Women may lose the ability to multitask, but instead gain a “laser-like focus”, which reduces anxiety. Gone too is the desire to people-please. Instead, compassion and joy increase, curiosity takes centre stage, and “a new ease takes over, even in difficult moments”.

ERADICATE shame and feel empowered Women can and should feel empowered during this transition, but many feel ashamed. This shame needs to end once and for all. Studies have shown women from other cultures often have fewer menopause symptoms. This has led to researchers concluding that the status of older women in the community is also important to understanding menopause. All too often we hear older women in the UK say they feel “invisible”.

Could gendered ageism be equally to blame for feeling overlooked, midlife job losses and a difficult menopause?

Could gendered ageism be equally to blame for feeling overlooked, midlife job losses and a difficult menopause?

A third of women will potentially spend half their lives post-menopause. It’s unavoidable but the suffering isn’t. Steps can be taken to reduce symptoms and protect our health. Only telling negative stories leaves younger women scared and disempowered, feeling like they need fixing and rushing to medicate during this time, before they have explored other options.

"I hope women get to a point where they embrace and celebrate this transition and workplaces can certainly do more to support them during this time. I believe the insidious combination of sexism and ageism has a big impact on women’s sense of well-being and ease at work.

Stressful jobs and hormonal changes are not a happy combo. I think menopause gets a lot of negative attention and it’s not always to blame.

There are potentially lots of other issues to consider. The middle of life can often get a bit messy!"

The good news is that we are now talking about this more openly and hopefully the narrative will change with more conversations and education about how magnificent midlife can be.

Introducing Menopause Menopause Policy Policy Introducing

into your organisation

November 2022 | Issue 01

Pamela Bird and Fiona McAllister, Channel 4 4women

Channel 4 was one of the first organisations to launch a Menopause Policy. We interview Pamela bird and Fiona McAllister from 4Womxn on how they did it.

What was the catalyst?

The founding chairs of 4Women (Navene Alim, Landy Slattery and Jane English) became aware that many of their friends were struggling with menopausal symptoms. This led to them asking the 4Womxn committee whether it is a topic worth looking into and that prompted a wave of stories of women they thought they knew well. Colleagues shared a whole range of symptoms – from migraines to panic attacks – and all the while continuing to work, afraid to tell their line managers.

They created a menopause focus group and that led to a further outpouring of stories of the many ways that menopause was affecting working lives.

It became clear that more support and education around the topic was needed. The chairs met with Channel 4’s CEO, Alex Mahon, to discuss what had come to light, what Channel 4 needed to do to support staff and the proposed introduction of a Menopause Policy.

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Alex embraced the Menopause Policy and this led to Channel 4 implementing the UK media industry’s first dedicated menopause policy for employees.

What were the challenges?

Unhelpful myths surrounding menopause means it isn’t always taken seriously.

For example, many people think that the menopause just causes hot flushes. The truth is that the menopause has at least 34 symptoms, both mental and physical. For 1 in 4 women, they are debilitating, and can lead to women confusing their symptoms with other illnesses, such as dementia.

These symptoms have a real impact work and at home.

Another myth is that women go through menopause in their mid50s and companies often think it will therefore only impact a minority of their workforce. The reality is that perimenopause typically starts from 40 onwards and some people experience it at an even younger age. Unless someone has their ovaries surgically removed before puberty, all women will go through menopause at some point. Not everyone has a natural menopause, those who have PCOS or medically induced menopause can have symptoms even earlier.

Women are therefore suffering in more ways, and in greater numbers, than companies may realise. To dispel these myths, education is needed at a broader industry level and companies can help to drive change through events, policies and training.

Have you seen a difference in attitude to menopause?

Absolutely. It sent a clear message supporting women when the policy launched, and we’ve heard lots of stories of people approaching their line managers to discuss their menopausal symptoms when they hadn’t before.

The policy has helped to end the silence and stigma and helped increase awareness among staff.

As a result of the policy 78% of staff feel better about Channel 4 as a place to work and 10% of female employees have used or plan to use the policy to support their menopausal symptoms (for context, 13% of Channel 4 staff are women over the age of 45).

Launching the policy is part of a greater mission. Alongside the policy, we continuously seek to raise awareness around the menopause with various events, films, training and an ongoing support group. The word ‘menopause’ is no longer a taboo at Channel 4.

"It’s in your company’s best interests to support women through menopause and it costs very little, if anything at all, to introduce a Menopause Policy" Pamela Bird and Fiona McAllister, the co-chairs of 4Womxn network at Channel 4. Channel 4 was one of the first organisations to launch a Menopause Policy.

tips on introducing a menopause policy Take a strong stance We suggest introducing a policy, rather than guidelines, as guidelines suggest that the advice is optional.

Educate your workforce Don’t just introduce a policy. Make sure staff are aware of the common symptoms and long-term effects that menopause can have so that managers are equipped to have conversations around treatment, support, and adjustments through educational workshops or menopause awareness courses. Education is crucial for ensuring the well-being, engagement, and productivity of those staff experiencing menopausal symptoms.

Speak to your private health care provider Here at Channel 4, employees who are experiencing menopausal symptoms can seek additional support through our private health care provider (BUPA) in which they can consult with a specialist doctor. Make sure employees are in the know so that they are able to access and make the most of any and all support available.

What is your next mission?

Women’s health remains at the top of our agenda and we’re looking at how we can provide further support for women experiencing other reproductive issues, such as endometriosis, polycystic ovary syndrome, periodrelated problems and fertility issues.

Channel 4 has published both the Menopause Policy and Pregnancy Loss Policy for other organisations to take and make their own.

FOr more information see Menopause Policy | Channel 4 Rethink Work magazine

Rethinking

Masculinity We talk to coach and keynote speaker Dan Stanley about the inspiration behind his new book Rethinking Masculinity

November 2022 | Issue 01

Dan Stanley

“Put down digital devices, get present, ask questions, be ‘in the room’ with the people who matter to you”

What was your ‘rethink moment’?

In 2017, I was left unsure of myself and my life’s direction. Despite ticking life’s boxes, I felt unfulfilled and my success superficial.

What do you feel is the biggest issue with masculinity?

Chasing societal success instead of our own definition. Men are constantly bombarded with messaging around what a man should be, how ‘he’ should Partly fuelled by my midlife crisis, I think, feel and act. The conditioning took time out from the busyness of starts in childhood through the ‘be life. In that space, I realised that many strong’, boys don’t cry messaging. In ‘successful on paper’ men feel the adulthood, and through the guise of same. This sparked fundamental social media, we’re targeted by questions – is how we’re living the sophisticated algorithms that mean we right way to live? Is our view of can fall into a consumeristic, rat race masculinity serving its purpose? I lifestyle. came to a sobering conclusion: no.

Many men try to take ‘the provider’ role and prove their worth through their work.

What made you write Rethinking The result is many middle aged men, Masculinity? ‘the silent majority’, are sacrificing their health, happiness, friendships and Initially, it was a marketing strategy to relationships in the pursuit of generate business. But, very quickly, professional success. something shifted. I moved beyond my book being a ‘lead source’ and They’re chasing societal success: the instead into creating something German car, the forever home, the much more meaningful. luxurious holidays, the latest of everything and this means, in many In chapter 1, I shine a bright light on cases, they end up earning a living the dysfunction of modern-day without the living. masculinity and the challenges affecting professionally successful My vision is that the men of our men: workaholism, loneliness, poor generation will redefine the standards of mental health, midlife crisis and what it means to be a successful man divorce. and become the ‘fit for purpose’ role models for our sons and daughters.

My research cemented my belief that we’re falling into traps of our own making. Too many men believe that professional success is the key to personal happiness - the term I use to describe this flawed thinking is ‘the Dan is a father of two, husband myth of masculinity’. and the proud owner of a crazy cocker spaniel. A retired veteran, My book is a deliberately challenging a former national sporting and proactive read, one that invites champion and a bestselling men to question their trajectory. author. Dan is the founder of BetterMen coaching business and the lead of Men & Mountains walking group.

Five tips to rethink masculinity 1. Slow down. Take 5 minutes each day to check in and understand how you’re feeling.

2. Set goals. Have clearly defined goals so that you live with deliberate purpose.

3. Move more. Intentionally choose to move.

4. Deeper connection. Put down digital devices, get present, ask questions, be ‘in the room’ with the people who matter to you.

5. Protect time. Invest your time in the things you truly value, don’t be afraid to say no.

To find out more, about Dan

My Rethink

Moment

26

November 2022 | Issue 01

With Drew McMillan, Director of Internal Communications and Engagement, Deloitte.

Drew is responsible for leading the Internal Comms & Engagement function of Deloitte in the UK. Deloitte is the leading professional services firm giving advice to organisations across all sorts of topics including tax, legal, transformation, risk and much more.

Why do you do what you do?

I’m a curious individual – I love knowing about stuff and working in communications means I get to hear about a huge range of topics and meet people much brighter than me.

I’m passionate about the power of effective messaging and storytelling, creating conversations and rallying people around a shared purpose. My role enables me to do this.

What was your 'rethink work' moment that changed your career direction?

Like a lot of us, the pandemic (and the massive stresses created by it) was a catalyst for me asking myself what work really means to me. I was in a role I used to love, with a great team and a lot of benefits – but I’d lost myself completely to my career and had stopped being happy or healthy. I chose to make a big change, to move to a very different organisation, because it meant regaining a degree of control and, ultimately, happiness.

What do you think are the most important things that organisations need to rethink about right now?

The old paradigms do not apply in the talent market of the future. What employers thought of as a career until very recently will not appeal to Gen Z and the entire psychological contract needs to be reimagined. But this isn’t just about Gen Z – it applies to millions of people already in work and demanding positive change: more choice, more flexibility, more humanity, more purpose.

What is on your priority list to work on in the next 12 months?

Personally, retraining my brain to embrace a level of physical exercise rather than being scared of it.

Professionally, building a new team and supporting them to be their best selves at work.

"Be kind to yourself – don’t make change unless you’re doing it for the right reasons and at the right time for you."

What is your recommended source of rethinking?

I’m a big big fan of a futurologist called Gerd Leonhard who produces excellent content on YouTube about really diverse issues such as AI, digitisation, the future of the human experience.

His thinking always gets me thinking.

Rethink Work Magazine

How our brains hold the key to our well-being

November 2022 | Issue 01

Ruth Kudzi

Ruth Kudzi is on a mission to support people to enhance their wellbeing and performance through integrating Neuroscience, Positive Psychology and coaching approaches in her work as a coach and speaker. She is the founder of Optimus Coach Academy, training people to become ICF accredited coaches and working with corporates on developing their coaching capacity.

I used to think well-being was all about our bodies: what we put into them and what we did with them and this in turn impacted our brains.

Now, I think the other way around: our brains are the centre for behavioural change, and the diet that we feed them and how we “program” them has an impact on our well-being. It’s not so much think and be well it is more about how we think and work with the brain in order to maximise our wellbeing.

If well-being isn’t about our bodies what is it about? In reality, people have been looking at alternative measures to GDP per capita for years to measure countries against each other, even a decade ago happiness indexes were reported on and then ditched. Coming out of the global pandemic well-being is now big business as we are now on the edge of a mental health crisis.

Most organisations can do more to help their employees feel better.

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Rethinking

how to feel better When you look at well-being models, such as PERMA created by Martin Seligman you can understand why we have got to the place where we are. In a world where many of us were isolated our relationships changed: whether due to proximity or lack of it divorces reached an all time high and many people reported increases in loneliness, this combined with remote working meant that relationships and connection are areas which many people score as low meaning they have lower overall wellbeing.

So, how do we change this?

How can we work with our brains? One of the most simple ways that you can enhance your wellbeing is by experiencing positive emotions more regularly. This doesn’t mean you are pretending things are brilliant when they aren’t, it is the propensity to feel emotions like joy, happiness and awe.

The more frequently that you feel them the higher your well-being: in fact if you experience awe a couple of times a week your chances of having depression are significantly reduced.

So, what do you do?

Realistically you need to get strategic about your emotions: for me I walk in a forest: experiencing the vastness makes me feel awe.

This may be one reason that being in nature has such a profound effect on our emotional wellbeing.

Another way of working with the brain is to practice daily positive visualisation: when we imagine we are at a point in the future where things are good we are preprogramming our brains neural pathways and building the foundations of a new way of being. It is pretty simple to do and whether you can imagine visual images or you can connect to emotions or words most of us can consider an optimistic future.

When we do this every day we are more likely to achieve the things that we have thought about.

Finally, if we work with our brains natural reward systems especially dopamine, we start to reinforce certain behaviours.

Dopamine is released when we experience pleasure and also when we anticipate it. If you have experienced pleasure by doing something previously you are more likely to do it again based on this principle.

“Positive psychology takes you through the countryside of pleasure and gratification, up into the high country of strength and virtue, and finally to the peaks of lasting fulfillment, meaning and purpose.”

Martin Seligman It is why social media can be so attractive to us and it can also be used to your advantage: if you can link helpful behaviours to that feeling of pleasure you are more likely to stick at them.

A great example of this is why many gyms have spas. After a workout you can reward yourself: if you do this enough your brain will associate a workout with the pleasure and your motivation will be higher.

The more that you can work with the systems in your brain to support positive behaviours which enhance well-being the better you will feel and the better you will feel the more positive choices you make. It is a cycle we can all start to build.

Ruth is a keynote speaker on How to enhance wellbeing and performance through integrating Neuroscience, Positive Psychology and coaching.

Find out more about Ruth's work scan here

Advita was recently on the Another Door podcast talking about belonging, inclusivity and her brilliant annual conference ‘Unleashing your inner rebel’.

Advita shares her insightful guidance on how to become more inclusive, personally and as an organisation.

Rethinking

Inclusivity

November 2022 | Issue 01

Advita Patel

Embedding diversity and inclusion into the organisations culture is something that can’t happen overnight. To see change and achieve the outcomes needed, diversity and inclusion have to be baked into the organisation, in other words, "the way we do things here."

If organisations don't demonstrate inclusive behaviours and create environments where people can thrive, then colleagues are very likely to say it's tokenistic and performative – no matter how many emails or events you host that say you're committed to building a diverse and inclusive workforce.

Being inclusive is a must-have. Research conducted by McKinsey in 2018 showed that businesses that had a healthy balance of women to men were 21% more likely to outperform their competitors, rising to 33% for companies that had Black and ethnic minority employees.

Even with such strong data which proves the benefit of having an inclusive culture, many organisations still struggle to take appropriate action. Diversity does equal representation, but if you don't have inclusion, you can't drive innovation, encourage participation or even attract diverse talent, which means business growth won't happen.

"Diversity is being asked to the party, inclusion is being asked to dance." Verna myers

Find out more about Advita

Five ways to make your communications more inclusive.

We only know what we know How can you personally increase your awareness of the lived experiences of people who are different to you or different to the majority? We have to be willing to stretch ourselves to think outside of our comfort zones.

Drill down into stakeholder segmentation Have you considered people with disabilities or diverse ethnic backgrounds or socioeconomic status? It’s important that we consider the unique needs of every stakeholder, write objectives that hold us to account and produce content that looks, sounds and feels.

Listening is the bread and butter of communication We need to build listening into our communication plans not just for measurement but to engage with colleagues on a human level.

Let go of assumptions and biases It’s important to recognise that we all see and experience the world in different ways and therefore our seasoned practices, jargon or injokes could be isolating for others.

Writing an inclusive communications plan may require a different approach You may need to challenge the way things have been done before. Have gentle (or sometimes fairly stern!) conversations with people around the use of language they’ve adopted over time. Lead through authenticity and be open about your own journey of diversifying your learning and listening.

Pamela Leonce

how to start

Your job search

November 2022 | Issue 01

Pamela Leonce, author of Getting that Job with Confidence shares 10 points to find your next role.

Pamela Leonce is an international coach and specialises in working with individuals who want to secure a new role, or change career directions. As the CEO of Stowhill Careers her mission is to give people the confidence to succeed.

“There are lots of jobs out there “ people tell me, and they’re right, but there are also lots of people looking for a new job, or embarking on a career change. That means that the competition for roles can be fierce. So you might have to roll up your sleeves and put in a concerted effort to secure your next role.

Find your next job checklist

1. Be clear about the type of role you want. This will help you to focus, and help the recruiter(s) find the right role for you. But a word of caution… keep an open mind - you don’t want to miss out on a role just because you narrowed your search.

2. Find the key recruiter(s) in the sector you want to work in and sign up with them. Subscribe to their job alerts or newsletter. See if you can meet them on Zoom/Teams or even better try to have a face-to-face meeting. It will help them to remember you and recommend more roles to you.

3. If you are entering your chosen sector for the first time or if you have been unemployed for a while, consider doing a voluntary role to familiarise yourself with the sector and to make new contacts and friends.

4. Don’t keep your job hunt a secret. Tell a few trusted friends or colleagues so that they can be on the lookout for you and tell their contacts that you are looking for a role.

5. Sign up to online job platforms like The Guardian online, Charity Jobs, Indeed, and refine your search so that you get relevant alerts.

6. Embrace social media, use it to follow companies/sectors that you’re interested in, and connect with like-minded people who can keep an eye out for you.

7. Attend events where employers or recruiters will be, or where you can network with people who are already working in the sector that you’re interested in.

8. If you have a LinkedIn profile, update it. Most recruitments will check your LinkedIn profile to see if it matches your CV. 9. Refresh your CV. Be ready to adapt it so that it aligns with the role you’re applying for.

10. Finally, don’t rule yourself out just because you can’t do everything in the job specification. If you like the role and can do at least 50% put in an application!

Rethink Work Magazine

Nathan Anibaba

rethinking podcasts Nathan Anibaba runs a B2B podcast production company called Bridge Growth, helping businesses and agencies to use the power of podcasting to help their business grow. We chat to Nathan about the power of podcasting for B2B marketing.

Podcasting is becoming more popular with organisations what is your advice on where to start?

Use podcasts to help start new business conversations with hard-to-reach decision makers. It's a brilliant opportunity for both parties - the podcaster and the podcast guest. We are seeing some great collaborations that might not have happened without the connection of the podcast. It's also a great way to demonstrate what you can do, and to learn and grow at the same time.

What makes a great podcast for a business?

Consistency - People underestimate how long it takes to build an audience and most podcasts give up before 10 episodes. Stick with it, the rewards will come.

High quality guests - The guests attract the audience especially if you've got a 1-1 long form format episode. Get the best guests you can find and let their profile attract listeners.

Use video - create short video clips of key insights from your episode and use that across your internal and external media platforms.

Nathan's favourite podcasts: After Hours Today in Focus Worklife with Adam Grant

Find out more about Nathan

November 2022 | Issue 01

What would be your top 3 tips for someone wanting to start a podcast as part of their communications strategy?

1. Line up your first 20 guests before you need them 2. Create an editorial and release plan and stick to it!

3. Be consistent and keep going, you have to be patient and build momentum. Slowly you will build loyal engaged fans.

Why Podcasts are

the Future for Internal Comms Recent industry statistics show the amazing growth of podcasts in the UK. The number of podcast listeners increases every year. A recent report by the Statista research department, says there were 16.9 million podcast listeners in the UK in 2020. The number is expected to scale up close to 25 million listeners by 2024. Business podcasts are on the rise and in the United States alone, there are approximately 39.5 million fans of business podcasts. This huge increase in popularity shows that there is a huge appetite for consumption of audio.

So how do you take advantage of this and use it for internal communication and personal development?

Claire Winter runs Creatrix Audio and helps organisations and small businesses to harness the power of podcasting for their business.

How a private podcast will help your internal communications and learning experiences.

Target your podcast audience Firstly, it is possible to create a podcast and make it private for your employees (or customers) only. It’s one of the first questions people ask me. There are simple ways of creating a quality MP3 which you can host on an internal platform or use a platform like Dacast. I would also challenge you to be brave with your content, why not make some of your internal podcasts open to all, what a great way to demonstrate employer branding at its finest.

Using audio as part of your strategy Be wary of doing a podcast because it’s the latest thing. Do a podcast because it fits your strategy. A podcast can be very effective if it is part of a bigger campaign or message.

Think about your audience and how they work. A podcast might work well for a sales team who are out and about, but it might not work as well for people who are interacting with customers all day.

It’s also about peoples' preferences. Around 30% of people are thought to be auditory

learners so offering a mix of content and channels will help broaden your message reach.

Repurposing content The beauty of a podcast is that it can be repurposed to work across channels and audience. If the interview is filmed it can make a great vlog, from there snippets from the interview can be used to highlight key messages, and the whole interview can be transcribed and used as an article or written interview. I have seen clients use a 30 minute podcast episode for a months worth of messaging.

Be clear on the purpose of the podcast Podcasts can be very effective at broadcasting information, engaging people in a conversation (virtually) or deepening learning and development. It’s important that the purpose of the podcast you are creating is clear. Is it to help the CEO share their vision and thoughts, or answer questions, or for the listener to learn something new or reinforce messages. Before pressing the record button you need a clear idea on what your objectives.

Involving employees Find ways to involve employees.

Whether it is hosting the podcast, being interviewed or creating Q&As involving employees in the creation of your podcast is a huge benefit.

You can support employees to become a great host with simple coaching, you can help employees to develop scripts and content with tailored training. This makes it a great development opportunity and one that more and more employees are interested in.

Have fun and be brave More than anything else, have fun creating your podcast. Create something that people look forward to listening to, whether it's challenging conversations or interesting takes on work life - be brave with your content and you’ll have a successful podcast.

Claire Winter runs Creatrix Audio, helping people and organisations to create a memorable podcast that has impact.

Rethink Work Magazine

Jessica Huie

Recommended Spotlight Jessica Huie MBE is author of Purpose and Founder of The Purpose Academy and the annual Purpose Retreat held in Jamaica.

Jessica enjoyed an accomplished career as a publicist, and has worked with some of the world’s biggest stars and business people, including Samuel L. Jackson, Simon Cowell, Kelly Rowland, Duchess of Sussex Meghan Markle.

Jessica co-created the Diverse Wisdom initiative with Hay House to bring more authors of colour into the personal development publishing space. The initiative is now in its third successful year bringing black, Asian, mixed heritage and indigenous author’s stories and cultural wisdom on to book shelves globally.

Jessica has spoken on the topic of purpose for corporations ranging from Google, EY and Bloomberg to charities including Save the Children and Barnardos.

What was your 'Rethink Work' moment when everything changed for you?

Unquestionably when my father’s terminal cancer diagnosis hurtled me out of workaholism and incessant doing, constantly thinking about the next goal, into a state of presence as I stopped working to care for him. From the space between life and death, what is real, has a way of waking you up and I found the whole six months from his diagnosis to him passing, transformative.

We speak to Jesica Huie, author of Purpose and founder of The PurPose Academy. Jessica shares her tips to getting your message heard, and getting recommended.

My values and identity changed from being hemmed in to output and what I did for a living, to who I was being in my life and in the world. Everything changed from the inside and eventually out through my work.

One of the hardest parts in growing an idea is to get your first customer, your first paid gig, what advice do you give for people who are starting out?

Become the embodiment of what it is you are offering. So often we teach what we need to learn and that’s fine but Hmmm, the very first time, no. where we become a living Mariah Carey’s publicist recommending me as a journalist proof of concept, is where we are just talking about why our worthy of interviewing her for a cover story happened very early product is effective, we are embodying it. in my career and that was a big break for me in my early twenties.

Find out more on Reputation is everything. https://www.jessicahuie.com/ Particularly the one we hold with ourselves.

Do you remember the first time you got recommended?

What's the best piece of advice you have been given?

“In order to be successful you have to make yourself vulnerable.” I didn’t get it fully at the time. Now I recognise he couldn’t have been more right.

Get Recommended Are you looking for fresh thinkers, speakers, trainers, experts to run workshops? - people who put the 'oh ah' into your event, your programme, your work.

Are you looking to work with people who make your audience sit up, pay attention, think. With something a bit different to say.

Head over to recommended.anotherdoor.co.uk Recommended is the online platform to find your Rethinker. Whether you are working on a leadership programme, a conference, a working lunch talk, a well-being campaign or your own personal development project, Recommended has the person who will help you rethink work.

Recommended was originally created as a directory for Another Door members, but now it's so much more. When you change career, or you are just starting out, you need a breakthrough, you need encouragement and momentum to keep going. Behind the scenes this is what it's all about.

Supporting people to create talks, workshops and experiences that will help others to rethink.

It’s a corporate matchmaker, the person who wants support with their project, and the person who can help. Maybe the next phase is a swipe app!

You don't have time to pull your event together?

We also help with curating your event. So if you don't have time to pull it altogether, to thread the theme that makes it stick, to get all the speakers, trainers and facilitators lined up - we'll do it for you.

Drop a note on hello@anotherdoor.co.uk.

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Are you looking for a speaker?

Check out the Rethink 45s over on Recommended.

Here our most popular online talks.

If you have a talk and would like to be featured drop a note on hello@anotherdoor.co.uk

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do you create learning & development programmes, events, communication campaigns?

Are you interested in fresh thinking?

Perhaps you are a bit bored of the usual.

You'd like to launch something with impact, that would make people sit up and think, and get involved.

Employee engagement isn't easy. It needs constant work and effort to keep people connected. There is an art, a science and some totally bloody genius brave calls to get this right in an organisation.

How would you like to spend time with a group of people working on similar ideas, challenges, goals, projects to come up with something incredible.

Rethink Work Jamboree is coming soon...

If this sounds interesting drop me a message on hello@anotherdoor.co.uk to find out more.

For more information email 'Jamboree' hello@anotherdoor.co.uk

Thank you for reading This magazine is brought to you by Another Door, an organisation helping individuals, teams and organisations see change as opportunity.

We can help you in three ways:

Rethinking Job Loss If you have lost your job and want to make it a good thing, or you are making people redundant and want to support them to move on well, we support you through our Rethinking Job Loss - Five Steps to thrive after redundancy coaching experience.

Rethinking change at work If you are going through change at work (new team structure, new boss, merger, new role) and want support to navigate the uncertainty, or you are leading a team through change, we support you through our Rethinking Change - Five Steps to own change experience.

Rethinking Communication and learning programmes If you are creating a programme supporting people through change, whether it's an event, training, well-being, workshops we work with you to curate the experience helping you develop the content and the delivery to make sure you more than exceed your goals.

Supporting individuals, teams and organisations to see change as opportunity, let's rethink work together.

For more information contact www.anotherdoor.co.uk hello@anotherdoor.co.uk

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