2019 * in Issue 53 Issue 53 December 2019December • Resilience & A Year Review• www.thewla.com
Welcome to the December 2019 issue:
Welcome back to December! Another year is already almost over and I hope it was truly wonderful and transformational for you. I’ve certainly had a momentous year in many ways! As we end this decade, it feels a wonderful time to set out new intentions for 2020. In early January, I will be running a new webinar to set our intentions for the next 12 months and beyond. Keep an eye out for more information via email. It’s also a time to review the highlights and achievements of 2019. You’ll notice the Women in the News page lists our favourite gems from the last 12 months. We hope you enjoy re-reading them. And what about the WLA over the last year? Well, here are a few of our highlights and notable achievements:
Resilience 2019 • Issue 52 2
The Seductive Nature of Bounceback Resilience by Jenny Campbell
Why firms need to help push mental toughness by Sue Jefferson
The best of Women in the News 2019
6&7 The WLA—a year in review 8
Charity Spotlight: Fallen Angels Dance Theatre: Recovery through Dance Theatre
CEO Diversity Dinner – Shifting the Dial/Christmas Quiz
Resilience Rules by Mark Simmonds
Expert Lecture Series - December Jenny Campbell/Christmas Books December 2019
The International Women’s Day Conference. Always a favourite and this year was outstanding, despite the technical issues! We also launched our first ever WLA award – the Remarkable Woman, won by the inspirational Kate McAlpine. You will get to see her again at the 2020 Conference on 5th March. Make sure you book your tickets! The launch of our first Executive level programme with a stunning group of women leaders (who I’ve subsequently heard described as the WLA Mafia – which made me laugh!). Our first WLA retreat. This is certainly something I’ll be doing a lot more of over the next year or two. The launch of a cross business CEO initiative to look at how we can focus on shifting the dial for gender diversity. Connecting with two different publishing houses to bring you some of the best and latest leadership knowledge. And not forgetting the other amazing events we held this year both in London and in the North West. Thank you as always for your wonderful feedback about
our events. We have such a wonderful community of women leaders. Please let us know what was your favourite event or activity within the WLA over the last year. If you are on the Facebook group, then drop us a note there. We always love to hear your feedback. That said, there is change afoot within the WLA. I have bigger and bolder plans for how we can really start to shift the dial on gender diversity. I was at the recent CBI Annual Conference and people/diversity was a massive topic that came up repeatedly with speakers and delegates alike. There is a huge skill shortage in the UK and combine that with the massive technological changes we are in greater need for stronger and even more flexible leadership. Good news is that in the latest Hampton Alexander report (November 2019) the number of women on boards in the FTSE 100 has now reached 32.4%. I’ll be sharing more about this in the new year magazine. Despite Brexit overwhelm, doom and gloom on our high streets and worryingly higher rates of stress in the workplace, there is much we can be hopeful for. We are living for so much longer than the generations before us. There have been amazing advancements in healthcare. We have so much choice as consumers in the western world. We often forget to step back and be truly grateful for all this amazing planet provides for us. Our feminine leadership is slowly and gradually coming to the fore. Our ability to empathise, collaborate and provide greater meaning to the workplace are steadily becoming more and more valued. I believe the next decade will be one of transformation and one where we all have a unique opportunity to make a longlasting difference in the world. In the words of my coach let each and every one of us ‘Embrace our Magnificence’. Wishing you a very wonderful Christmas and festive break.
The Seductive Nature of Bounceback Resilience by Jenny Campbell Resilience underpins sustainable high performance and you can’t have the highest resilience without taking care of both physical and mental wellbeing. Investing in resilience includes some very straightforward actions you can put into your daily rhythm, thus buffering any stress. Let’s start with the core finding of the Resilience Engine’s many years of research in the field. The Resilience Dynamic model shows firstly what resilience is. It’s your ability to reshape. It’s your capacity for change. It is interrelated with capability; skills such as how to get perspective, prioritisation, focus, boundary management, embracing optimism and groundedness together, these are some of what it takes. But it is
not just the skills; it is whether these skills, these resources inside you, are actually available to you in any given moment. Low resilience means they will be difficult to get hold of when under pressure or when tired. Burnout is where they are not available at all; it’s as if they are in a locked drawer and someone has thrown away the key. The second part of this model shows that resilience is dynamic. For everyone, it goes up and down, according to the resilience demand versus the resilience capacity you have. Lower resilience can lead to being hijacked by the issues that
you face, rather than considering how to increase your resilience. Higher resilience means seeing things for what they really are, solving them as appropriate (or ignoring them!), and learning, learning, learning. It’s all about adaptation.
there are many further states, leading towards the more strategic capability of Breakthrough. This is where, no matter the context ,you are never hijacked in the moment, and remain resourceful, adaptable and energised.
The third part shows the main states of resilience:
That’s the news for Bounceback folk: there is another way. This way is learnable, and through good resilience – building habits, you can achieve a wholly different level of both performance and wellbeing. Now, why wouldn’t you want to get to that resilience state?
Breakdown where there is no resilience, and it is a result of living incoherently Fragmentation which is pre-Breakdown, and where cracks start to show up. If these are not shifted, this is a state defined by serious stress, where there is no capacity for change, and where issues overwhelm. This is the state of burnout. Breakeven – the ok state. It’s where most of the working population is. One side of this is Coping where there is no surplus resilience, and therefore even if the person could learn, they can’t right now. The other side is Bounceback, the zone of talent within an organisation, often the place of hero’s and what we often will name as ‘success’. It’s about coming back to some kind of normality after a major challenge. It is inherently up and down: you rise to meet the challenge, and then you have to recover in order to regain normality again, until the next challenge comes along. In the ‘up’ parts, you release adrenalin and you can feel exhilarated and on top of the world! Your organisation applauds your efforts, and indeed the next big challenge that comes along will come right to your door. You may even be an adrenalin junkie, loving that release of energy that comes with it. So you may create the conditions for Bounceback in the normal day-to-day tasks; if you leave things to the last minute you are indeed creating the adrenalin release that comes from having your back against the wall and having to drive hard. There is however a deep consequence of always being like this. You get fatigued and that can create overwhelm, and you slip back to Coping. Too much up and down, and you start not to even Cope. Wellbeing at this stage is under threat. The Resilience Engine research shows
It will mean leaning into your own resilience, creating good resiliencebuilding habits that include wellbeing and a whole lot more, and putting them together in a really aligned and cohesive way. We call this way ‘ The Resilient Way’. It delivers great adaptability, and ultimately you can feel at ease, no matter what’s going on. The first step towards any shift in the way you are working or living is to notice more. Notice more of whether you are up and down. The easiest way is to track your energy. See what the ups and downs look like, and if you see a lot, consider what is driving that. If you are seduced by Bounceback, start to consider another way – a resilient way – where high performance and wellbeing are wholly synergistic. It may mean letting go of the adrenalin hits, and instead embracing a much deeper satisfaction. If you want to know more about how to build your own resilience and get to that next stage, get The Resilience Dynamic®, by Jenny Campbell. It’s a practical guide to how to build resilience so that you can perform and feel well.
References Taken from The Resilience Engine’s 2019 survey on performance vs wellbeing The Resilience Dynamic® is part of the Intellectual Property suite from The Resilience Engine’s research.
Jenny Campbell is our Expert Lecturer for December and you can take part in her Live Q&A session on Thursday 5th December. For more details see page 11. December 2019
Why firms need to help push mental toughness -
need not cost extra but will offer targeted and sustainable skills to help employees develop the mental toughness to overcome workplace challenges before they become a real problem.
Energy – like the phrase ‘secure your own oxygen mask first,’ we need to prioritise self-care. It’s not selfish. It’s far more logical to first energise ourselves if we are to meaningfully respond to family and colleagues’ needs. Setting aside me-time is invaluable.
By Sue Jefferson Mental Health Awareness Week (which took place earlier this year) is one of the welcome indications that it’s a subject we’re becoming more open about. One in six employers now have a mental health strategy in place and 78 per cent are expected to do so by the early 2020s. Companies are actively developing wellbeing policies and initiatives – but for most, the emphasis is on responding to issues instead of preventing them. Six out of 10 people say their mental health issues are work related; we’ve all come across the anxiety caused by restructures and redundancies, task overload, the pressure to deliver, or felt compromised by ruthless colleagues or an ineffective line manager.
Topics such as building resilience, enabling critical conversations, and thriving with change have been labelled as “softer skills” but in reality they are “smarter skills”. Organisations who offer training on how to develop these not only have a culture of mental wellbeing but also see tangible benefits.
In parallel with supportive mental health strategies, I would urge companies to offer all employees a continuous personal development programme in “smarter skills”. Make sure it’s facilitated as a safe environment and offers practical tools that employees can try out using real life challenges then immediately put to use in their work.
An example of how these smarter skills can be offered as part of a positive Mental Toughness development programme is what I call POSSE tools – Purpose; Openness; Self-Belief; Support and Energy. Develop these and we can control our response to the circumstances we find ourselves in, as opposed to feeling circumstances control us.
Demonstrably protecting and nurturing wellbeing creates a more understanding and open culture in which workers feel supported. Businesses benefit from engaged employees, higher talent retention and greater agility, which all lead to them outperforming their competition and being well positioned to anticipate and respond to future opportunities. A real win-win for all.
Purpose – our reason for working drives us. Keeping this front of mind motivates us when things are tough. It’s also bigger than any obstacle, so setbacks are merely that – something to find a way around.
These are common aspects of working life and unlikely to disappear – but if left unchecked, low-level anxiety can escalate to stress, and in turn develop into deeper mental health concerns.
Openness – letting go of ‘our way being the only way’ can be difficult – but moving out of our comfort zone by sitting in a different place during a meeting can be expanded into saying yes to an opportunity at work, or making an effort to be open to new ideas.
Employers who want to keep staff working well, as well as retain and attract talent, need to head off problems before symptoms escalate. With 70 million work days lost each year in the UK due to mental health problems, costing employers around £2.4 billion, it also makes financial sense.
Self-Belief – we all have self-limiting beliefs but addressing them is quite possible and very powerful. Cut the negative self-talk and chat instead about the positive, about our great bits. Hearing from others about the strengths they see in us, builds collaboration among teams too.
I would recommend replacing traditional development training with personal development training for everyone. It
Support – resolving what is missing enables us to thrive in what we do, as does leveraging our untapped network.
Establish mentoring or sponsoring programmes, and encourage people to ask what is missing rather than what’s wrong…it’s easier to right something that’s missing – and the process is empowering.
Sue Jefferson is a Yorkshire-based business consultant with an operational background at boardroom level. The author of Boardroom Ready Women, she works with organisations providing insights and development programmes to overcome hidden barriers to inclusion and create their business advantage through diversity of thinking, alongside developing their female talent pipeline. www.linkedin.com/in/suejefferson/ www.realisepossibilities.com www.boardroomreadywomen.com
The best of ...
WOMEN IN THE NEWS 2019 January
Women are again allowed to compete on the icy walls of The Cresta Run in St Moritz after being banned for almost 90 years over fears lying face down would give them breast cancer.
The first image of a black hole is revealed. PhD student, Katie Bouman, and her team created an algorithm that eventually helped scientists to capture a representation of the supermassive cosmic plughole.
The number of girls taking science Alevels overtakes boys for the first time ever. Across the UK, there are 84,111 entries from girls in biology, chemistry and physics compared with 83,133 from boys.
May Nicole Hanselmann is ordered to stop in a Belgian cycling race after she catches up with the men’s race. They had been given a 10 minute head start!
September MI6 and GCHQ advertise on the Mumsnet website for more female staff, targeting middle-age and "mid-career" women. MI5 raise its target for women employees to 45% by 2021.
October Dame Collette Bowe and Dame Jayne Anna Ghadia are appointed to senior roles on The Bank of England’s financial policy committee.
After a year since launching it’s 50:50 challenge, the BBC sees a rise in female expert contributors. Nearly 75% of BBC news and current affairs/topical programmes now have an equal number of male and female expert contributors.
The first all female space walk finally goes ahead following a failure to have two correctly fitting suits for an earlier attempt in March.
RBS appoint Alison Rose, making them the first of the Big 4 banks to have a female CEO.
July Dozens of Congress Women wear white to celebrate 100 years of women in the US having the right to vote.
November Wales Air Ambulance service's first allfemale crew takes to the skies in a "milestone moment".
March The UAE is mocked over a tweet announcing the winners of awards for gender balance that featured only men! The victorious US Women’s football team celebrate their World Cup win by using their gender discrimination lawsuit as confetti during their celebration parade in New York.
2019 has been another eventful year for The WLA. Here are just a few of the highlights... International Womenâ€™s Day Conference
The magnificent Chester Town Hall was the setting for our flagship IWD Conference in March. We were thrilled to award the inaugural Remarkable Woman award to Dr Kate McAlpine and to be entertained by the Abbey Gate School choir.
Inspiring WLA events at stunning venues...
Rowton Hall Hotel
London Art House
WLA Executive Level
2019 saw the launch of the WLAâ€™s new Executive Level offering a board level female community of like-minded professionals. The year-long programme kicked off with a retreat. The venue was stunning and we were blessed to have exclusive use of the property and grounds.
Working with publishing houses...
Our charity spotlights for 2019... December 2019
Charity Spotlight... Fallen Angels Dance Theatre: Recovery through Dance Theatre
In this season of the workshops we have been exploring “Movement meditation” which in dance is otherwise known as Improvisation. She describes her experience as making her feel, “Free, liberated, alive.” It gives her, “A deep release in all ways.” She explains how it enhances her, “You release the trapped emotions, feelings, thoughts and it’s a healthy outlet”.
Fallen Angels Dance Theatre reaches and connects people in recovery from addiction through dance. Their projects empower people to think totally differently, to find a new healthier identity in order to bring about life change. Founded by Paul Bayes-Kitcher, a former Birmingham Royal Ballet dancer, the idea for it came out of his work at a drug rehabilitation centre, he immediately saw the positive impact dance had on his life and the lives of others, and started to consider how we could help more people transition from addiction.
During the project in January, Belinda performed in “Lumen”, a light and sound response to the Turnpike Heritage Lottery Funded WW1 Women and photography Exhibition, “No Man’s Land”. This was her first performance with the group and she explained how the experience enabled her to overcome her many fears and feelings of self-doubt.
What does the charity do? Fallen Angels support disadvantaged people to engage in performance projects exploring recovery from addiction. These range from workshops, training and projects designed to increase selfconfidence and selfesteem. Paul, the Artistic Director, and Claire, the Executive Director, then find artistic ideas, creative writing and visual art to draw out and inspire creativity. These projects lead to performances including live and inclusive dance theatre and public speaking. Claire describes Fallen Angels work as, ‘We look at negative situations and switch perspectives to find hope, light and inspiration through dance and movement. Our projects take people out of their ordinary to create something extraordinary’. The charity has supported over 111 vulnerable people over the last year to make a change. Last year a group of dancers, aged between 24-71, danced for HRH the Queen and the Duchess of Sussex at Storyhouse, Chester. To mark their 10th anniversary, the charity has launched their first women’s only project in recognition of the 80% of beneficiaries being female.
How does it help? Belinda attended a Fallen Angels Dance Theatre performance at The Lowry during her college days, and recounts that this experience had a profound affect on her and she remembers it vividly. Years later, through her own rehabilitation for addiction, FADT’s Leigh Community Recovery Group performed at her graduation, at this point she was inspired to join the group. She has been attending now for over a year and has become a committed member of the group: ‘It offers me a place to speak but dancing helps me be present in my body as opposed to my mind. It balances my emotions. If you are feeling particularly sensitive if can bring you back into balance, and calm you. When I first came my emotions were either suppressed, or heightened, I had lost sensation and was detached. The workshops have helped me to reconnect with my emotions and feelings, without having to revisit the trauma that affected me so much.”
“This project enabled me to use the nerves positively, emotions no longer control me, I feel empowered.”
Fallen Angels continues to support people in recovery from addiction in the North West of England on a weekly basis.
This year the groups have performed at a number of high profile venues including: Storyhouse Chester, Liverpool Tate and The Turnpike Art Gallery. Look out for details of forthcoming events on their website, and through social media.
Our ambition is to be internationally recognised for Recovery through Dance Theatre, sharing our methodology and performances to a wider audience to inspire and enable others to benefit from our transformational work. We are an inspirational charity and forever in need of committed people and funding to support our work. The funding we raise keeps us working with existing and new angels so, how could you help? Could Fallen Angels be your charity for the year? Could you raise some funding through having a sponsored event, maybe a Fun Run or a dress down day? Any funding raised will be used directly with individuals in recovery to help them to make changes in their lives for the better.
For more information contact Claire Morris: firstname.lastname@example.org/ www.fallenangelsdancetheatre.co.uk m: 07801 478 548 or Keep in touch through social media through the Facebook page, Twitter (@FallenAngelsDT), Instagram (@fallenangelsrising) Claire will be a guest speaker at our Resilience Workshop at the Grosvenor Hotel, Chester on Friday 6th December
CEO Diversity Dinner – Shifting the Dial Back in October, the WLA hosted a private dinner with a number of CEOs and their HRDs from respected businesses across the North West. In becoming so involved in women’s leadership, I’ve developed a really solid understanding of the issues that affect the progression of women into senior management roles. I still don’t profess to be an expert but I do know that there are three key things that must be in place for organisations to address gender imbalances. As you can see from the diagram it is the strength, depth and interplay of these three factors that affect the achievement of gender balance in the workplace. The WLA does an amazing job of supporting women with the courage and confidence to step up (as well as developing their knowledge and ‘how to’). Research has also found that when the key organisational policies of flexible working, unconscious bias awareness and maternity / paternity care are lived and breathed, more women are present in the talent pipeline. Too often men are an untapped resource in gender initiatives. Men have a critical role to play in supporting the advancement of women. This includes redefining the masculine norms in business. Factors such as competitive behaviours, avoiding emotion, being a man’s man, etc. have become the winning formula in business for many years. As a result many women fall into the trap of becoming like a man to get on and unfortunately, women just don’t have the levels of testosterone to sustain such an approach. There are many women who want to bring their femininity and authenticity to their leadership and often struggle to find ways of being accepted. It’s a fine balancing act and it starts with raising awareness of the differences and a willingness to shift behaviour and embrace difference. There were a number of areas discussed during the dinner. One common area of concern was ensuring the senior leader succession plan had a gender balanced pipeline. When recruiting for senior leadership and boardroom positions, there is still a predominance of men coming forward. This is borne out of the most recent Hampton-Alexander Review which found that 64% of new appointments (FTSE 250 Executive Direct Reports) in the last 12 months have gone to men. And another concern, particularly in STEM sectors, was having more ‘entry-level’ women joining. This is a much bigger initiative to resolve and will require finding collaborative projects to work with schools.
What next? There was a genuine desire to look at working together across business sectors. A number of potential initiatives are currently being drawn up and reviewed over the coming weeks. Watch this space for more information.
Time to relax with a coffee and mince pie and have a go at our “Quiz of the Year” Good luck! 1.
Change UK – The Independent Group was founded this year. Who was its interim leader? Who did BBC Two viewers vote the most iconic figure of the 20th Century following a series that asked the public to name the century's greatest figure? A picture of which everyday object on Instagram became a global phenomenon by becoming the most liked post in online history?
Author Judith Kerr died on May the 22nd at the age of 95. For which short children's story is she best known?
Who was appointed Poet Laureate of the UK, succeeding Carol Ann Duffy?
What do Jonathan Bartley and Sian Berry share?
Why were Amber Gill and Greg O'Shea in the news?
Roger Law, one half of Luck and Flaw, unveiled plans to relaunch which classic ITV series?
The 2019 FIFA Women's World Cup was held in July in which country? And who won?
Which country did The Duke and Duchess of Cambridge tour in order to ‘strengthen’ links between both countries?
It was made of gold and worth nearly 5 million pounds, but what was stolen from Blenheim Palace?
Which supermarket became the first major one to stop selling fireworks at its 2,300 stores across the UK?
Whose Madam X Tour hit California?
Who asked the questions in that infamous Prince Andrew interview?
In August, what caused three Derbyshire towns to evacuate 1,500 residents?
(Answers on p11)
institution to whom I would “award” that Mel and I needed resilience by the bucket precious BUPA “contract”. load. What did we learn about resilience?
by Mark Simmonds
On 27th March 2014, seven months later, we were informed by the Cardinal Clinic that there was nothing else they could do for our daughter. During that period, she had experienced two stints at the clinic, punctuated by another fruitless sojourn back at home. In their opinion, she would need a longer term stay in an eating disorder clinic to have any chance of beating the illness. Plan C had failed. Our daughter then more or less stopped eating and her weight plummeted. A chronic shortage of NHS beds meant that Emily had to remain at home, with her physical health being monitored by her GP and the local CAMHS crisis team. If Mel and I had any concerns about her well-being, we should take her to A & E. In other words, we had to wait until our daughter collapsed at home before we could do anything.
It was in the autumn of 2012 when our daughter, Emily, aged 16 at the time, came home one day and confessed she had been making herself sick. She had developed an eating disorder. Anorexia nervosa is the most lethal of all mental illnesses. Plan A - Oct ‘12 to Apr ‘13. Mel, my wife, and I tried to help Emily beat the illness as her full-time carers. But we were soon to discover that anorexia (our ‘pet name’ was Ana) was a brutal enemy.
Relentless, calculating, unforgiving, totally devoid of any emotion, empathy or sympathy. She taught Emily how to hide her food, throw it up down the toilet, use laxatives to empty her bowels of unwanted calories. She proved too strong for us. So once again, I sat down in my home Emily became depressed and continued to office and looked up every single NHS eating disorders clinic in the UK. Over the lose weight. We needed reinforcements. next two days, I phoned up each and every Plan B – May to July ‘13. Emily was one of them. admitted as a day patient to the Highfield Adolescent Unit in Oxford, a state-of-the- Unfortunately, the response I got was art NHS facility for young people with depressingly consistent. ‘We are very sorry acute mental health needs. This was a to hear about your daughter, these must be superb institution, staffed with very worrying times for you. However, we psychiatrists, psychologists, nutritionists do not have any beds available at the and counsellors. Emily was in the hands of moment.’ Call after call, sympathetic experts. On 22nd July, almost two and a rejection after sympathetic rejection...and half months after being admitted, and after then just like London buses, 2 beds came just under 200 two-hour round trips to and along in the space of 24 hours. The from Oxford, our damaged daughter was incessant phone calling had finally paid off. discharged. She had gone backwards, and Emily was admitted to the Cotswold Clinic Ana had become stronger. Under our in Oxford where she spent a further 5 supervision at home, her weight continued months as an in-patient. It was here that she to freefall, but it still wasn’t low enough to succeeded in restoring her weight to almost secure a bed at an NHS eating disorder healthy levels. clinic. Plan C – Aug ‘13 to March ‘14. Mel and I had to make the next decision ourselves. Fortunately, we had a private healthcare scheme through my business, and there was some provision in it for psychiatric inpatient treatment. I proceeded to spend my “summer vacation” head down in my home office either on the phone or on my computer. I was looking for the one
Unfortunately, our need for resilience did not end there. From 2014-18, Emily continued in the grip of the brutal illness. Mel and I moved on to Plan D, E, F...In fact we got through most letters of the alphabet. Although things would never feel quite as life threatening as they had done in March 2014, our daughter would remain under the influence of Ana for years to come.
Look for meaning. It helps to have a goal, a clear reason to be resilient. Even better if the goal is not about you but about somebody else. In our case, our goal was to save the life of our daughter. Embrace change. Accept the fact that you may well be on a rollercoaster of a ride, where things will be unpredictable, where the need to change plans will be inevitable. Grab hold of something. Despite the fact that you will not be in control of the illness, try to find things that you can control. Small routines you can follow. Researching in order to gain a deeper understanding of the illness. Developing your own methods for tracking progress. Look after yourself. Be selfish from time to time. Preserve your mental and physical well-being. Find small pleasures whenever they make themselves available. Resilience requires strength. Work as a team. Collaborate with your partner, dividing and conquering based on your respective strengths. Look for support elsewhere from family, friends and medical professionals.
We all remained resilient. The whole family. And the story has a happy ending. In the autumn of 2018, the Anorexia Wars finally came to an end when our courageous daughter succeeded in kicking Ana into the long grass, hopefully for good. She is now living, working and prospering in London.
Mark Simmonds published his first book, Breakdown and Repair, in March 2019 (https://www.amazon.co.uk/ Breakdown-Repair-Fathers-SuccessInspirational/dp/1912478994). You can also follow Mark on Instagram (@mentalhealthmark) and he will be the guest speaker at our Resilience Workshop in Chester on 6th December.
Expert Lecture Series - December Our expert lecturer for December is:
Jenny Campbell discussing her book:
“The Resilience Dynamic” As a leader, do you feel you face a straight choice between high performance versus wellbeing? Strategic resilience allows you to achieve both, without compromise. At The Resilience Engine, they believe that everyone deserves to perform well without compromising their wellbeing. Their approach is backed up by ten years of research and experience with thousands of clients in over 75 organisations. The Resilience Dynamic® illustrates, with practical tools, how to develop resilience as a buffer to stress and how it can transform how you lead change and increase performance in a complex and uncertain world. Jenny’s lecture will be available on our website from Wednesday 13th November and you can join us for the
Live Q&A session with Jenny On Thursday 5th November at 12.30pm Watch out for the registration links in the regular WLA email updates. You can find out more about Jenny at: http://www.resiliencengine.com/
Curl up with a book this Christmas! Here are a few recommendations...
Fiona Murden: Defining You: How to profile yourself and unlock your full potential - SELF DEVELOPMENT BOOK OF THE YEAR 2019, BUSINESS BOOK AWARDS
Jo James: MAKE YOUR MONDAYS MATTER: Discover the secrets to propel your business to the next level.
Adam Kay: T’was The Nightshift Before Christmas: Festive hospital diaries from the author of million-copy hit This is Going to Hurt
Brendon Burchard: High Performance Habits: How Extraordinary People Become That Way
Christmas Quiz Answers: 1.Heidi Allen 2. Alan Turing 3. An egg (known as the Instagram egg) 4. The Tiger Who Came To Tea 5. Simon Armitage 6. The leadership of the Green Party 7. France (hosts). USA (winners) 8. A golden lavatory 9. A dangerous dam (concrete slabs on the dam spillway of the Toddbrook Reservoir partially collapsed) 10. They were series five winners of Love Island 11. Spitting Image 12. Pakistan 13. Sainsbury’s 14. Madonna's 15. Emily Maitlis
International Womenâ€™s Day Conference
& Gala Awards Dinner Thursday 5th March 2020 Submit your nominations for awards at: http://thewla.com/shineawards/ For more information and tickets visit: