Nims Dhawan

How do you plan and lead a transformation programme? Often leaders just focus on the 'rational' plan - milestones, timescales, costs and other KPIs. However, as we know can all go wrong when the programme hits the reality of people! Our research shows that there are four critical elements of what we call the human system dynamic that need to be understood and worked with via deep listening, understanding what is said and not said and bold decision making: 1. Ownership: from the few to the many 2. Power: listening to, understanding and working with the winners and the losers 3. Confidence: walking the right path between myopia and utopia 4. Capability: balancing the need for evolution and revolution To learn more - please read our White Paper that can be found at https://lnkd.in/erHkvRhH

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We need more articles like this. Employers need to understand that many challenges faced by neurodivergent employees may not be shared yet may impact their behaviours as they battle with both fear and shame of being in financial difficulty. #neurodiversityatwork #neurodiversity #ADHD #ADHD tax https://lnkd.in/esuyqH3Y

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Enterprise L&D: The last contribution that Dr Deming made before he died in 1993 was what he called A System of Profound Knowledge ... A key feature of this is the ability to appreciate the organisation as a system... https://lnkd.in/etawtFvH

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Interesting article on the gender pay gap and encouraging to see how things are improving, although there is still a long way to go. But I'm a big believer in celebrating what successes there are as motivation to keep going! #gender #genderpaygap #inclusion #diversity #equity #chiefpeopleofficer #hr #hrdirector #leadership

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I love getting feedback and I also believe in giving feedback. Have a listen 🎧 to this 4-minute podcast, to find out why. "If we shield ourselves from all feedback we stop growing" Brené Brown Education and Research Group But sometimes it's learning how to give feedback and also what you do with feedback which can sometimes be a blocker. Here are some resources that may help you. Article suggestions 📖 Wondering what to do either feedback Nicole D. Smith shares helpful tips you can take to make the best use of feedback https://lnkd.in/e45p9tNg Great article by Rob Asghar good insight is still applicable today. https://lnkd.in/e6zZKsVq (copy and paste the links) Book recommendations 📚 Thanks for the Feedback: The Science and Art of Receiving Feedback Well by Douglas Stone and Sheila Heen https://lnkd.in/ePxk8iRE Let's Talk: Make Effective Feedback Your Superpower by Therese Huston https://lnkd.in/ehcV8imb Question what's your experience of receiving and giving feedback? 🤔 Any feedback Jonathan Marshall ?

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https://lnkd.in/e9U3_Y4M Since joining Moving Ahead I've been reflecting on my own mentoring experiences, as a mentee and mentor. I am an avid supporter of mentoring and coaching and have witnessed first hand the benefits and impact of it. I'm very proud to be contributing to Moving Ahead's mission. However, when I consider the advice I've received throughout my career, I can't help but wonder whether unstructured mentoring is hindering neuroinclusion 🤔 Are we passing on culture and attitudes through mentoring that has worked for select group of people, and not many others? Are we just cementing non-inclusive expectations? Throughout my career I have repeatedly heard "you have fantastic leadership skills", "you have a very unique blend of business, analytical and people-focused skills" and "with your skills you should definitely go into leadership and management" from in-company mentors. At the time I felt confident, valued and employable when hearing these things. But I've also been advised to "not care as much", "don't question strategy" and that "line managers/leaders do not want someone who creates problems for them". I felt that my thoughts and views were misunderstood by mentors. I didn't understand how others seemingly ignored what was so obvious and what I considered to be a huge barrier for me - toxic corporate behaviours. Today I am questioning whether my neurodivergence hinders my career progression, or am I missing something? Have I been too impulsive, or impatient for success, that I am missing opportunities? Am I so wrapped up in my moral compass that I can only do roles that create value but not those associated with good remuneration and seniority? Or do I just lack the skills that are truly considered valuable, are worth paying for and considered leadership-worthy. To help me with these thoughts I looked up the neurodivergence glass ceiling and came across this interesting article in Psychology Today. I think I match the description of "women who learn, think, look, and act differently" quite well, but have yet to be snapped up into a impactful, strategic level leadership role :-/ Do organisations really want these women to be visible at the highest levels of leadership? If so, how do I get there? I've found traditional routes to leadership inaccessible; I've told mentors time and time again that I don't want to play the corporate game. In fact I just CAN'T play the corporate game - that culture sucks! I'd love to hear thoughts on how we elevate neurodivergent women and non-binary people into influential leadership/strategic roles without expecting them to conform, fit a mould or lose their disruptive power. #neuroinclusion #ADHD #transformational_leaders #change #changeagent #diversity #inclusion #equity #mentoring #coaching #neurodivergence #womenleaders

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UK Disability History Month is Coming Up (November 16 - December 16) As we step into November, it’s time to recognise a truly significant observance: UK Disability History Month. This month, we celebrate the lives, achievements, and contributions of individuals with disabilities, honouring their impact across all areas of society. It’s also a powerful reminder of how far we’ve come in disability rights—and how far we still need to go to ensure true equality through implementing equity. For me, Disability History Month stands out as a pivotal annual event. As someone who has faced countless moments of being put down or turned away, I know all too well the challenges of being underestimated simply due to a disability. Over the years, I’ve broken barriers and exceeded expectations, proving time and time again that a disability doesn’t define capability. Yet, being disabled is one thing; being underestimated is another. When society or an organisation underestimates someone with a disability, they’re not just passing up a person—they’re missing out on a wealth of talent, skill, and insight. So, what unique skills are organisations missing out on when they underestimate the disabled community? Here are just five: Resilience People with disabilities often face challenges most people will never encounter. The resilience developed through navigating these challenges translates into problem-solving, adaptability, and mental toughness. These qualities every workplace needs. Creative Problem-Solving Living with a disability means constantly finding innovative ways to accomplish everyday tasks. This creative problem-solving ability can bring fresh perspectives and novel approaches to tackling complex work issues. Empathy and Emotional Intelligence Many disabled individuals have a heightened awareness of others' struggles. This natural empathy leads to excellent team dynamics, customer relations, and inclusive leadership skills. Determination and Focus Facing and overcoming barriers requires a high level of determination. Disabled professionals often bring a focused, goal-oriented mindset that drives them to succeed and inspires those around them. Unique Insights on Accessibility and Inclusion Employees with disabilities are well-positioned to provide insights that create inclusive, accessible environments. Their experiences lead to practical solutions that benefit not only colleagues but also clients and customers, boosting inclusivity across the board. let's get ready to be active month, let’s challenge biases, remove barriers, and open our eyes to the potential that’s often overlooked. If I can help through my extensive experiences to support you or your team. Get in touch 07463339555 or [email protected] #UKDisabilityHistoryMonth #DisabilityAwareness #InclusionMatters #BreakBarriers #getbackup

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Does your organisation behave on purpose? Lever 3 of my 'Conscious Senior Leader' programme is here to help you embed behaviours that stick. It's a standalone module and takes you through my process for designing and embedding a behavioural framework that speaks to the motivating factors for your people and makes them want to stick around and do their best work. It also helps you to say a farewell to those people who constantly choose to behave in counterproductive ways and who also keep choosing not to change. If you want focused support to underpin your desire for a great employee experience and a great place to work (award or not), this is for you. Check link in comments and book a free mini talent drive audit to help you on your journey. In the meantime here's a meeting you might have been in.

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I posted last week about ensuring redundancy programmes are “human” in design and delivery. Since then my inbox has had a steady stream of messages from people sharing some unpleasant and dehumanising experiences. Severance programmes happen. We know it’s a reality. A prevalent one right now. Often people are told to not take it personally. But losing your job, your livelihood, your professional purpose, your daily routine, your regular dose of connection, and your confidence along with it … is all very personal. If you have to make redundancies, and there really is no other way to meet the cost challenge, design and deliver the programme with all of these consequences in mind - what you do and say, how you act, and what you put in place as support will change. If you can offer genuine compassion, meaningful support, and give people as much control as possible throughout the process, their dignity and confidence might be preserved. And that outcome is beneficial for all. Lead with intent. Your legacy is defined by these moments.

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On my way to that there London again 🚂 To deliver some kick ass Neurodiversity Training to British Transport Police 🚨 who aren't just, like many, talking the talk, they're walking the walk and are not afraid to commit and invest in this (and their people) 💪 All of my training and workshops are underpinned with my business background in HR, People Development and Coaching Psychology (yes you pay for my skills as well as my time - sorry not sorry 😏) because we know that by adopting a coach like approach we empower others to be their best. So when I'm training the management and leadership team at British Transport Police, I'll be not only helping build their knowledge and skills, but also empowering them to have the confidence to ask powerful questions and open up, rather than shut down people. That's what differentiates me from others you see - you pay for what you get 💰 I don't just preach about Neurodiversity as that will only ever get you to first base in the business world. I support your leaders and managers to have the confidence to open up questions and dialogue with themselves and their Neurodivergent members of staff 💬 and overcome fear 😨 What better link to Jo Wright PCC fabulous book 📚 "No more Sh*T managers". Guess what the key to success is? without giving too many spoilers away, as you should definitely go buy this book, let's just say it begins with the letter "C". Don't keep sitting on the fence on this Leaders 🙄 stop 🛑 looking for cheap quick fixes, there aren't any and that includes me 🫢 Get in touch and let's have a chat 💬 about how I know I can help you create better workplace cultures where everyone can thrive and achieve their potential without sh*T managers getting in the way 😁 #Neurodiversity #NoMoreShitManagers #Skills #Leadership #Training #Coaching

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To all L&D people in my network who either buy L&D services for their organisation or are on the supply side of the industry - take 6 mins to help Laura Overton and me explore customer and supplier relationships in L&D. There is surprisingly little research on this topic, especially on how these relationships support creation of business value this topic. We want to open up this conversation with some data. Use the appropriate link in Laura's blog post to share how you drive value in your customer/supplier relationships. Open until 30 September. https://lnkd.in/dMVCZTKH #LearningAndDevelopment

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This is where it all began for me at Network Rail, my 11-year career. I started as a Team organiser / Mental health champion and then later I progressed to be Health & Well-being Specialist.   My interest and deep passion for mental and emotional well-being began in 2017. That year, I confronted my childhood trauma, which had been affecting my life in various ways. After years of suppressing it, it emerged fully into my consciousness, and I couldn't ignore it any longer. After trying talking therapy, counseling, reiki, yoga, and other methods, I found something that truly worked for me. I became absolutely fascinated by NLP, Breathwork, and EFT. I immersed myself in studying these modalities, attending seminars and workshops, and eventually becoming qualified. I worked full time for NR and running my own small well-being business. In 2018, my boss approached me and said, "We need to introduce well-being champions into the teams. Do you know anyone who might be interested?" I volunteered, unaware of what was expected of me and lacking any specific initiatives. I said; I’ll do it! I introduced well-being initiatives to my team, started running workshops and even leading guided meditation and breathwork sessions at conferences in York and Manchester. Word spread quickly, and soon I was running workshops across the company and running online EFT sessions during the pandemic, helping people manage their emotions. My boss used to tell me, "Everything you do here is organic. We don't tell you what to do; you deliver with such passion." Then, my grandma died. Something you may not know about me is that I was raised by my grandparents since I was three years old because my parents couldn't care for me. I left this big organisation and in 2022 I become self-employed. What a journey 😊 Throughout this time, I've felt like a Well-being generalist, but finally, my niche has found me—or rather, my intuition has guided me to it. It feels right to me and aligns with my values. (will share what my niche is soon) Why am I sharing all this? I believe life is wonderful in its ups and downs. Our deepest darkest moments can spark our passion. Sometimes it feels like everything is predestined, and we just need to find our way to it. Eventually, life leads us exactly where we're supposed to be and to the people we're supposed to work with. So let me ask you; why do you do what you do?

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Do you and your organisation need The MTPT Project's Life Friendly Leadership programme? Well, let's find out with a fun Friday quiz. (Trigger warning: baby loss) 1. What is the maternity pay in your school / Trust? 2. What's the paternity pay? 3. What happens in your school when a colleague receives disappointing news about their fertility journey just before they have to teach their most difficult Year 10 class? 4. How many of your staff resign during maternity leave, or after their clawback period? 5. What is a clawback period, anyway? 6. What's your gender pay gap as a school / Trust? 7. What's the process for welcoming a returning colleague back to work after maternity, adoption or shared parental leave? 8. How many of your colleagues have taken a period of shared parental leave within your institution's memory? 9. What happens if a colleague loses their baby at 20 weeks in your organisation? Or 23? Or 26? 10. How many of your senior leaders are also mothers to pre-school aged children? If you can answer 5 or more of these questions (correctly) and you want support working on positive solutions to improve working conditions to your staff, the Life Friendly Leadership programme is for you. If you couldn't answer any of these questions (correctly) and you are in an AHT role or higher, are an HR or SBM lead, work at Trust level focusing on People or Workforce, are a union representative with branch level responsibility or higher, or have responsibility in your educational organisation for EDI, please don't be overwhelmed. Join us on our Life Friendly Leadership programme - it'll be the starting point for real and impactful change in your school, which will benefit your staff and - ultimately - your students. ---------------------------------------------------------------------------- The live programme of The MTPT Project's Life Friendly Leadership programme begins on Tuesday 5th November. More details and sign up is on Eventbrite: https://lnkd.in/ghyHiDYZ We have fully-funded places available for colleagues working in Cornwall state schools thanks to One Cornwall, and The Mercian Trust schools.

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Today, I had an insightful discussion with James Jackson (He/Him/His) and Paul Deemer, hosted by Cath Taylor, focusing a lot on an inclusive approach to creating a culture of wellbeing tailored to individuals in the workforce. In 2023, NHS sickness absence hit a record high, with poor mental health accounting for over a quarter of all absence. Similarly, in councils, poor mental health and wellbeing contributed to 30% of sickness absence among social care staff. Anxiety, stress, depression, and other psychiatric illnesses were commonly reported reasons for sickness. Given the strong correlation between staff wellbeing and patient safety, leaders in health and social care must do better and prioritize fostering a supportive and compassionate environment to retain staff and deliver effective services. The Westminster Insight’s Mental Health and Wellbeing in the Health and Social Care Workforce Conference aimed to provide best practice guidance and effective solutions to support staff mental health and wellbeing. The conference addressed pressing mental health challenges, including burnout, stress, anxiety, and trauma, featuring successful strategies and initiatives from various NHS Trusts, local authorities, and social care providers nationwide. Attendees had the opportunity to participate in insightful discussions, network, and share knowledge. Mental health and physical health are both important, we must ensure we thrive for a healthy and inclusive culture of wellness - BE INTENTIONAL! #wellbeing #inclusivewellbeing

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It is welcome to see the prisons crisis top of the news. The last decade’s hard-line approach ignored the critical rehabilitation work of prisons and created a situation in which it became all but impossible to avert more lives ruined and money wasted.    https://lnkd.in/gMQSuT-X How might the new Government not only fix the immediate crisis, but rethink the prison estate as a civic asset for rehabilitation using skills and employment, not just a place to hide people away?   In 2014 I worked as part of an RSA research-in-action team to develop a policy and pilot project on the repurposing of MoJ land assets for rehabilitation. Over a period of 18 months we worked on site at HMP Humber to pilot a change programme within the prison and co-design a plan for the surrounding land with over 200 stakeholders. The result was a plan for the productive repurposing of MoJ land for skills and employment use, providing jobs for people leaving prison to help rebuild their lives. It was specific to that site, but with process and principles designed to be applicable anywhere. They are as relevant today as they were then and the need for them now is greater than ever.   For Government to effectively drive rehabilitation, it must use all of its levers of change. Public assets provide a unique opportunity to bring together private and public stakeholders around employment and skills to drive both rehabilitation outcomes and local economies. At Inner Circle Consulting we've strong experience in repurposing public sector assets to drive better social outcomes and would love to help tackle this challenge. You can see the original RSA work here: https://lnkd.in/gNuazSn3 Rachel O'Brien David Wilkie Alberto Urrutia-Moldes Helena Queiroz Pombares, FHEA Artemis Igoumenou Lily Bernheimer John Podmore #publicsector #regenerativeconsulting #prisons #publicassets #civicassets #rehabilitation

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Are you ready to transform your facilitation practice and create truly inclusive, supportive spaces? Join me for a powerful hour that will revolutionise your approach to group work. Understanding trauma's impact is crucial for effective group work. Trauma-informed facilitation isn't just a skill - it's a necessity. It allows you to create safer, more inclusive spaces where all participants can truly thrive, leading to more meaningful connections and transformative experiences for everyone involved. This workshop offers a unique, hands-on approach to trauma-informed facilitation. Instead of just discussing theory, you'll have the opportunity to experience trauma-informed techniques in real-time, making the learning process both practical and deeply embodied. We'll focus on the relational aspects of facilitation, exploring how to create genuine connections that foster vulnerability and growth for the groups you lead. Through this process, you'll gain powerful tools that will leave you feeling empowered rather than overwhelmed on your trauma-informed journey. This confidence-building experience will transform how you approach facilitation, enabling you to create safer, more inclusive spaces for all participants. In this interactive online workshop, you'll: 1. Uncover the true meaning of trauma-informed facilitation 2. Learn key principles to create safer, more effective workshops 3. Gain practical tools to immediately enhance your facilitation skills 4. Experience my unique, embodied approach firsthand 5. Connect with like-minded professionals in a supportive environment This workshop is offered at no financial cost. It’s an opportunity to experience my approach as well as take away some practical tools. I'll share more at the end about how you can learn more about trauma-informed and relational facilitation. This will not be death-by-PowerPoint! Space is limited so we can connect and interact. Sign up for free https://lnkd.in/gUFpvwQ5 #SelfDevelopment #Coaching #EmotionalIntelligence

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Great practical tips on 'changing the state' when facilitating workshops - e.g. drawing out new perspectives, adjusting the dynamic or pace during a session. These aren't always easy to think of in the moment so it's good to have ideas to refer to

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