Louise Upchurch

Someone got me to smile with my teeth! 🤯 This is pretty much a first for me, probably because I genuinely dislike my smile. But after producing a number of invigorating episodes of the Aspire to Inspire podcast for Staffbase, I think it's important we are all more vulnerable. Recently I heard from the former CEO of one of the largest restaurant companies in the world (you'll have to follow along to see who — this episode drops July 25 😉), and he discussed the importance of knowing both our strengths and flaws. So here we go ... I am a quick, productive, self-motivated worker. I embrace new tasks. But I am also chaotic! I tend to start in the middle of sentences and confuse people. I have too many thoughts at once. I am lousy at pronouncing names, and I get very antsy when I'm not able to multi-task. I'm bubbly and work hard to bring people up, but I also can kvetch too much. When we recognize our flaws, we can build teams that complement them. We can accept that we are not immune, and rather than hide from this reality, we can embrace it. Because there is simply no way to live without flaws. (Shoutout to Coco the dog for sitting in front of me whilst taking the photo and helping me to authentically smile. 🐕😄) #Communications #BestPractices

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Remote for good? Sign me up! 💚 Raisely is fully remote, and runs a 4-day work week. Raisely helps charities build fundraising websites to help them grow and run. Chuffed.org is fully remote too! Chuffed is a global crowdfunding platform for social movements. Both are recruiting Engineers and Customer Success right now. Jobs in comments below. Do you know any other #remoteforgood companies? Can't see the right remote role for you? Submit your details for the Remote Roundup ANZ Newsletter to get fully remote roles across Australia and New Zealand in your inbox: https://hrebel.io/0qm4Uh Note: I'm just obsessed with remote work, not an employee of either Chuffed.org or Raisely. If there's a job that interests you apply quickly so you don't miss out! #RemoteRoundupANZ #FullyRemoteAustralia #FullyRemoteNewZealand #FullyRemoteJobs #FullyRemoteANZ

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Watching Madeleine's journey on The Voice Kids was a rollercoaster of emotions. In a world where biases often cloud our judgments, the blind auditions on The Voice Kids serve as a sign of hope. Madeleine's story of perseverance, of being rejected twice before finally making it to the finals, speaks volumes about the power of giving everyone an equal chance. Blind auditions ensure that competence prevails over preconceived notions, allowing individuals to shine based solely on their abilities. But it wasn't just Madeleine's journey that left me in awe. The diverse array of kids showcased on the show highlighted the beauty of inclusivity and the richness that comes from embracing differences. In a blind audition, it doesn't matter where you come from or what you look like—all that matters is the talent you bring to the table. What truly resonated with me, however, was the emphasis on growth and learning throughout the competition. The requirement for contestants to sing the same song in the Sing-Offs as they did in the blind audition speaks volumes about the importance of continuous improvement. It's not just about winning; it's about pushing oneself to be better, to learn from each experience, and to grow both as a performer and as a person. Exemplifying the essence of a growth mindset at its finest! And amidst it all, the relationship between the coaches and the kids serves as a reminder of the profound impact that mentorship and support can have. Watching the coaches nurture and encourage each contestant, guiding them through the highs and lows of the competition, shows the transformative power of positive relationships. As I sat there with my 7-year-old son, watching Madeleine and the other talented kids light up the stage, I couldn't help but feel hopeful for the future. Because in the world of The Voice Kids, leadership isn't just about winning a competition—it's about uplifting others, fostering growth, and championing the limitless potential that lies within each and every one of us. How can we implement blind auditions in our hiring process as managers? #deib

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BORING post alert (bee on ragwort for the algorithm) Does anyone have recommendations for a platform like Slack/Asana etc but that has group video call capability? Ideally free and capable of coping with three different organisations? I know Slack has 'huddles' but the free one limits you to 1:1...

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99% fundraising advice isn't bad, it's just trite. It contains ZERO calories. People on here will tell you 'be convincing' and expect you to magically know how. For months I've been writing l fundraising guides which don't just tell you to do things but show you how to do them. Here are some examples: Trite: "VCs prefer bottoms up market sizes" Practical: "Here's a step by step guide to making a believable bottoms up Market Size" https://lnkd.in/e_rqaHfs Trite: "Your startup needs a punchy blurb" Practical: "Here is how to make a blurb that resonates with VCs in 4 sentences" https://lnkd.in/ee5-y-F7 Trite: "VCs love traction" Practical: "Here are the three core arguments you can use to demonstrate traction and how to evidence them" https://lnkd.in/eXV2McpS Check them out.

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Career myth 4 of 6 we are busting (our pants for) 👖 Happy Friday!! I regret writing 6 myths to bust because my ADHD brain is already bored with myself. But I've committed so here we go 😂 Myth #4 Never go backwards or back to your old company This one is a quickie. 💫 “Never go backwards” 💫 I say bollocks. Work with people you love. And if that means going “back” to an old job. So be it. There is no backwards when it comes to working with the best people. I have a team of friendolleages or collefriends. One who I’ve worked with, gone to weddings with and “back to” start a business together. Wouldn’t change a thing. 💫 Never go back to your old company 💫 Same as above. If the people rock. F*cking do it. We’re always evolving. No business stays the same. “Backwards” is a judgement you place on yourself. As long as you’re breathing, you’re moving forwards.  f you’re a passionate leader who wants to understand where your team passions, growth and myths lie, DM me or Lisa Johnson about an The Elements Kit workshop 🔵🟢🟡🟠🔴🟣

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Are you or do you know an incredible UK Virtual Assistant, experienced with working with NeuroDivergent folks? Supporting a tech founder 20 hours/week - Must be UK based (& a UK Citizen, no Visa's) Role/hours could be shared as it's diverse & hard to find someone that covers it all MUST HAVE'S: 1. General: - Ltd company - Worked with Access to Work budgets - Be extremely reliable, conscientious, organised, pragmatic, (dare I say it, a 'can do' positive, solution focused attitude), empathetic of ND conditions, structured, 'safe pair of hands' - Excellent communication skills, spelling, grammar & accurate financial accuracy skills - Strong breadth & depth of admin experience - Able to see where automation, templating & smart working can be implemented - Very experienced working with ND founders - Exceptional Microsoft Office skills - Advanced Excel & Google Sheets experience & skills - Skilled at Excel filtering, resolving formula / other errors & trouble-shooting, sorting & processing large amounts of spreadsheet data - Advanced PPT & Google slides experience & skills - Familiar with tech / software / apps needed for office working ie Zoom, Otter AI, Miro, Trello & can pick up new tools easily 2. ND - Worked with autistic, dyslexic, ADHD founders & therefore understands the nuances of the challenges potentially faced & how the conditions manifest - Experienced reviewing dyslexics' work, ensuring correct spelling, grammar & financial calculation accuracy - Skilled at helping to structure complex or detailed information into organised & coherent (& edited) structure 3. Types of tasks: - Keeping on top of expenses & the assets that contribute towards company taxes eg expenses tracker (Excel), revenue tracker (Excel) - Reviewing documents for key info, errors etc - Cross-checking business bank statements to financial spreadsheets - Owning various ongoing spreadsheets for invoicing, revenue & expenses - Arranging / co-ordinating meetings, workshops - Helping with emails & other comms - Organising & owning assets, documents & folder structure - Helping put together, review & edit new business PPT decks - Assisting with marketing & social media - Helping manage online communities - Helping with LinkedIn admin - Setting up social media presence on various platforms & creating / co-creating posts & content - Managing & updating CMS systems - Being my 'co-pilot' to help keep me on the straight & narrow Bonus if you happen to live in Hampshire or the Isle of Wight! (not essential though) Please do not contact me if you: - Are NOT a UK citizen (no Visas's sorry) - Are NOT based in the UK - Are NOT self employed The above are non-negotiables Due to ND I can't handle the extra volume in my inbox of folks that don't meet the mandatory stuff I won't be able to reply to anyone that doesn't meet the mandatories unfortunately #UK #VirtualAssistant #NeuroDivergent #Admin #SocialMedia

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While it's bittersweet to see this chapter close, I'm excited about what's next, both for the team and for myself. Over the past year, I had the chance to work closely with an extraordinary team to tackle big challenges, drive product strategy, and help bring impactful AI-driven learning experiences to life. The lessons I've learned navigating the complexities of startups, balancing mission and monetisation, and collaborating with visionary leaders like Assi Gol and Anshu Kotak, will stay with me forever. If you're exploring opportunities or simply want to talk startups, strategy, or product, I'd love to connect! Here’s to the next big adventure! 🚀

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Whenever I see a partnership announcement, it seems to dominate the newsfeed for 48-72hrs and then fade away 😩 Want to form long-lasting partnerships that actually work? 👇 Here are six things I've found that work (or don't work); 1️⃣ QR codes? Nope, they rarely drive engagement. 2️⃣ Be where the customer already is—you need to be integrated into the business's current system, more specifically, the point at where the customer is spending time 3️⃣ Partnerships should feel natural, not like a sales pitch. 4️⃣ Both parties need skin in the game; real value is key (if a partnership makes someone look good to their boss thats a bonus) 5️⃣ Track everything—data doesn't lie and it'll tell you if things need revisiting/fixing 6️⃣ Don’t be afraid to push back—don't be afraid to push back and make sure the partnership works for all 3 parties (you, the other company and most importantly the customer) I'm sure I am missing things but from establishing partnerships with Healthcare organisations across the US, these are a few things I've noticed....

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Unsure where to start when it comes to the gender pay gap? Download this free resource from Verve Super, it's packed with tips on how to close the gap at your workplace including how to start the convo with your boss. #EqualPayDay #GenderEquality

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As a society we have progressed leaps and bounds with open dialogue and smashed taboos when it comes to neuro-diversity and ADHD but mental health is still rather hush hush isn't it? Functioning professionals with #bipolar have to constantly manage their days. Looking out for triggers, high or low emotions and navigate others' perceptions. Dr Thomas Richardson (Associate Professor of Clinical Psychology & CBT at the Uni of Southampton) has bipolar and clearly knew his triggers as although deemed "stable" only a week ago (see his post attached) today he is in hospital as having a manic episode. You can unpack that as you will, and mostly it's bottom line costs for some. Prevention is cheaper than the cure. Sadly it's always about money and leadership (ie power). When I asked my youngest child (14) what they thought bipolar was, they responded that it was like being two people. We discussed the difference between schizophrenia and bipolar with the former being psychosis (thought disorder), and the latter being extreme mood swings (mood disorder). The conversation quickly descended into psychopathy. It just highlighted to me the lack of awareness for so many (including my own family) about what bipolar is. I was diagnosed with Bipolar in 2012 (or around then, it was a blur). I have extreme moods. Gregg Wallace will probably assume that I'm a middle class woman of a certain age and therefore am prone to moods 🙄 My depression leaves me powerless. It's a black dog that wants to take me away from this world. It supersedes all love. It's hard to stay alive. I have children who love and need me. I have to exist. My mania is fun for me yet terrifying for others. I can get work done in the blink of an eye, it's kryptonite. Bipolar UK is a small, yet effective charity working so hard for the thousands of us who live and work amongst you all to support, speak up and work with researchers. Bipolar UK estimated that at least 800 people with bipolar take their lives everyday. 90% of us with bipolar have told our employers about the condition, but 24% of us regretted telling them. 1.3 million people in the UK have bipolar. That's one in 50. There is a HUGE overlap with those who have bipolar and those with #ADHD As a matter of fact, one in six with bipolar have ADHD, and one in 13 with ADHD have bipolar..... Tagging in some of those on #linkedin who may (or may not!) find this post of interest. Chrissie Wolfe Jodie Hill Helen Burness Darren Hiscutt Stephanie Camilleri AAC ACC Natasha Khalique Alexia Hetzel Leanne Maskell Annie Little, JD, PCC Thanks for all you do Simon Kitchen Tania Gergel Dr Talen Wright and the whole support community at Bipolar UK. If you work in the legal profession, PLEASE don't forget that LawCare - the mental health charity for the legal sector are here for you too.

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Every time I've looked at the media this week, the topic of social media and it's impact on kids has been at the forefront. I've read some horrific stories and as difficult as they are to hear, it is so important to share so that we can work towards a better solution. I've also read some passionate arguments around the benefits of social media connection for kids. There needs to be a balance between safety online and allowing kids creative expression, connection and curiosity... and also a realistic lens on how to enforce restrictions so that they can be effective. As we all know, taking something away in it's entirely often makes it more desirable. I'm really hopeful to be at the table, engaging in conversations that create solutions to help most kids... sadly it's unrealistic to think we will solve this problem for all. As adults, parents and carers - and role models - we need to work to understand Gen Alpha & Gen Z and look at them with a positive lens to nurture them. Remember, we were tweens and teens once too - growing up in much simpler times (and I hate to admit it, I don't think we were perfect either!) #connect #protect #respect #nurture #thrive #zown #positivity #parenting #genalpha #genz #tweens #teens

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Are we seeing the Gucci-fication of employee experience? I'm worried the label 'EX' is being added to job titles without a corresponding change in how people approach their work, what they do and their overall mindset. I'm concerned it's becoming a label that lacks authenticity. Like wearing a fake Gucci cap. The term is also being hijacked by lots of tech companies, many of them offering little more than a survey tool. Is this the golden age of EX or a dangerous trend? I wrote a little blog on the topic - link in comments. Love to hear your thoughts. 🤔

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🤔 This is an eye-opening and important report on the experience of Mums in Tech from MotherBoard | Charter, Events & Community. Some stats are encouraging: • 86% felt supported when announcing their pregnancy • 75% felt supported by management during pregnancy But there’s a noticeable shift once Mums have their children: • 54% of Mums felt their career had been held back due to having children It’s clear that more needs to be done to better support Mums returning to work. Educating managers and creating more inclusive environments is key. What has your experience been like returning to work after maternity leave? #MumsInTech #DiversityAndInclusion #ReturnToWork #WorkingMothers #SupportMumsInTheWorkplace

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A note on sleep deprivation: It makes everything - working, thinking, communicating with your spouse, your boss, your friends... really effing hard 💕 I decided to work late on a project last week (hellooooo mapping topic clusters!) whilst solo parenting. So of course it was that night my youngest was awake for three hours. Then I was up at 6am per usual to start the day. All day I felt like I was wading through treacle. Anxious and overthinking decisions I'd made throughout the day. Then it hit me: This is how most of the last two years felt with two infants in the household 🧐 As the boys have started sleeping through the night, so have I - and have, almost without realising it - moved into a different parenting stage. More sleep, a little more autonomy and a lot more toddler sass. To all new parents riding that wild rollercoaster of broken sleep, forced wake ups and trying to be 'on' in work as though you've had more than a few hours sleep at a time - it's really hard, I hope and believe it does get easier and I see you 👀 #contentmarketing #marketing #workingparent #mom #marketingleadership

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Did you know that 23% of working age adults in the UK have at least one disability? If you're not designing your online learning with accessibility in mind, you could be alienating a sizable portion of your audience. But fear not. By implementing a few simple strategies, you can help ensure your learning experiences can be enjoyed by as many people as possible. Have a watch of this video I made, featuring some tips for making your courses more accessible. This isn't an exhaustive list. What have I forgotten? I'm always keen to learn how to make my courses more accessible.

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Your interviews don't have to be formal, or preplanned. They can be part of your day to day conversations with your clients. Here is what happened this morning.🔥 As I dropped off my son at nursery, A random chat started with another person who happened to be a governor at the school. What started as small talk quickly turned into a lesson on how informal interactions can reveal critical insights. 👉 The governor wasted no time diving into important topics, asking about safeguarding concerns and checking satisfaction levels. This aligns perfectly with what tech solution providers should be doing with their clients. They need to ask about pain points and assess satisfaction levels to ensure their offerings are meeting expectations. What really stood out was how the governor mentioned the nursery's Ofsted rating. It wasn't just a badge. It showed their dedication to excellence, much like tech providers can use success stories, testimonials, vendor partnerships badges or industry awards to stand out. This was a really great encounter. 👌 It highlighted & reminded me of the importance of informal conversations in uncovering valuable information. This should be embedded in the way we interact with our clients on a daily basis. Solution providers can leverage their everyday interactions to refine their strategies, address client needs, and showcase their unique value propositions effectively. Often the most meaningful discussions happen when you least expect them. PS: this is my son taking a million photos on the way back home yesterday. cleaning the photos folder was a nightmare 😂

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Battling the work / home life jiggle juggle... evening edition: This week I've had three women ask me how I balance working full time and raising two toddlers. "You have everything so under control" one assured me. While that's sweet to say, it's certainly not how I feel on the regular. Here's an ever so slightly fictionalized run down of a recent evening (details edited to protect names, egos and reputations :)) 3pm: Leave office early to get home in time to be on a team call before nursery pick up. This has been precisely calculated in advance, weighing up time spent in transit with time in office, weighed against different scenarios and deemed the least worst option. 3.30pm: Train is delayed. Stuck on a held tube with no signs of movement. Furiously text team members with updates. Get an alert for an accident report from the nursery; just a bumped elbow, accept the notification and listen intently for train updates. 4.05pm: Home after a short power walk, cursing TFL and best laid plans. Call is delayed by 40 mins, dither between tasks and planning dinner ideas 5.15pm: Leave meeting mid flow for nursery pick up. Feel frustrated leaving the discussion halfway through, then frustrated and guilty that I'm not more prepared for pick up. Double toddler meltdown about (in no particular order): snack choice, who goes through the door first, getting in the shower, getting out of the shower, who gets a story first... and so on. 7.30pm Toddlers in bed. Realize there are no clean uniforms for toddler 1 so tumble dry one individual jumper and one pair shorts so they are set for the morning (Sorry 🌍) 8.00pm - Prepare and eat dinner, mind racing between the to dos that need to be added to tomorrow's list and concentrating on a single episode of something (currently: The Bear Season 3 🐻♥️) 9.30pm - Load more washing, fall asleep Key takeaways? Two seemingly opposite statements can also be true at the same time: - We are all doing a great job at what we are doing - We're all struggling to do a great job at whatever we are trying to do Keep going!

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