Sarah Findlater

Day 17. I'm growing my moustache for Movember to help continue awareness of prostate cancer, testicular cancer and men's mental health. Here's where we as men can do more for our mental health. Often, we don't recognise when we've been triggered and might be heading into a mental health challenge. We don't have to know our triggers, but we have to recognise when we are triggered. When we know we are triggered, we can choose how to act next. But what is a trigger? It's the thing that happens before you feel that change in your thinking or your emotions. You don't just get frustrated, something had to have happened for you to feel that in the first place. You don't just get defensive, something had to happen for you to be defensive. You don't just be annoyed, something had to have happened first. You don't just feel sad, something had to happen to lead there. This isn't about alpha male nonsense, or stoicism writ hard. This is about having better self-awareness of when things aren't right, and when things aren't right, we can do more for ourselves.

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🌟💖It's almost time to wrap up Values Week at The Very Group! 💖🌟 Our values of Proud, Trusted, Together, Innovative, and Ambitious have guided us brilliantly over the past decade. However, like all things, there's always room for growth and evolution. This week has been about starting conversations with colleagues around our refreshed values and the behaviours (or commitments) we'll need to live and breathe to best serve our customers and make Very an even better place to work. So, what did we deliver and achieve? 🎉 Values digital kick-off event: our CEO and a panel of our leaders explained the why, what, and how 📚 Launched our Values hub: packed with inspiring and informative content and tools 🎮 Gamified e-learning: added a dash of healthy competition and fun ways to learn about our values 🏆 Launched Praise leaderboard and values #’s: encouraging recognition and celebration of our values in action 🚀 Kick-started our values-led leadership programme: driving change from the top and amongst our colleague networks Things and people to celebrate: ✨ 60+% of teammates have engaged in our values e-learning ✨ 1,300+ praises sent in July so far with 300+ values #’s ✨ Excellent feedback from our values leadership programme: "One of my favourite days in work for a long time, felt like it ignited a little spark I didn't even know was missing." ✨ The wonderful teammates behind making this happen Anna Donaldson Su Harkins (she/her) Lauren Young Rob Peacock Zoë Clayton-White Rachel Cromwell Mark Harrison-North and many, many more to tag! 👏 Here's to evolving our culture and doing even more brilliant things together, this is literally just the start 💖✨ #ValuesWeek #LifeAtTheVeryGroup #Proud #Trusted #Together #Innovative #Ambitious Attensi

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A great shot, reflecting some wonderful new connections I made recently. Networking is imperative to every business; meeting your community, competitors and wider industry professionals. With access to opportunities, sharing knowledge and expertise and building on lasting relationships, learning from each other, especially in a D&I or TA agenda, you can only ever improve as a business. #networking #diversity #inclusion #talentacquisition Diversity in Retail WiHTL #rolemodelsforinclusion24

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I wanted to share and express my immense gratitude for having had the chance to work alongside Joanne Matthews for the past four years. Seriously, she's been a game-changer. Working with Jo has been like a crash course in leadership done right. She's not just about talking the talk; she walks it too. Her authenticity sets the vibe for our entire HR team and the organisation – it's infectious. Jo's not your average CPO or leader. While these photos are memories of some fun and great times over the past four years, there's also been a lot of hard and impactful work. She's done some truly incredible stuff in her time at Michael Hill - she made her way through managing COVID, implemented new systems, dealt with all the challenges of HR and people transformation, has shaken up the norm, you name it. But what really stands out is how she listens, really listens, and then acts on it. She genuinely cares, is all about opening doors, doing things differently, influencing wisely, and pushing us to think beyond what's comfortable. And her feedback? It's been like rocket fuel for my growth, giving me the confidence to think big and run wild (well, until someone tells me to stop!). I have grown so much as a HR professional, as a leader and as a person with Jo as my leader. So, here's to Jo and her next adventure! I couldn't be more proud of her, and I know her new team at Collins is in for one heck of a ride. #HRRocks #Grateful #ChiefPeopleOfficer #ChiefPartyOfficer #CheersToLeadership

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Today is my first diarised development day. A scheduled date in the diary to take some time out and focus on my personal development whatever that may look like which is a concept that feeds straight into my constant love of learning. This month I have chosen a corner in a quiet Starbucks to read a book that’s been getting dusty on the shelf for too long and learn some new approaches to how I can coach the leaders I work with to be the best and get the best from their teams #personaldevelopment #radicalcandor #neverstoplearning

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💭 Is your organisation just focusing on the rush of the ‘reward’ once a year, or is it looking holistically at the everyday ‘reward’? 👍🏻By investing in employee wellbeing, believing in work/life balance, ensuring open and transparent communication, and promoting a healthy culture, organisations can retain top talent, really live and breathe their values and behaviours, and ensure they become an employer of choice.

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Hi Men of LinkedIn, Sup? Today is World Mental Health Day, and this is me saying I know how important it is for men to discuss how they're doing. Here's what I do to help my mental health regularly. I'm a sociable guy, so find it easy to talk to most people. But I'm only vulnerable, actually vulnerable, with a few people. With those who I know can listen to me and hear me. Sometimes that's been a therapist, mostly it's been friends who I can really open up to. Having those friendships is a massive privilege, I completely understand that. I know there are men who don't have those friendships. It takes time to build that kind of trust with 1 person, let alone new friends. Over time, I've paid more attention to people in my life who are there for me. Who ask me to be in their life. Who ask about my life. Who want to know me. Those people who don't make those efforts aren't people I give anymore time for than they give me, and I don't reveal personally. I journal regularly. Mostly I do this as an audio journal. Whatever I'm thinking about or feeling I say and talk through. It's how I make sense of things for me, and it helps me to process things either that are front of mind, or things I didn't know I was thinking or feeling before I started journalling. I make regular time for myself to do things that I enjoy. Sometimes that's with others, and sometimes it's by myself. I'm very comfortable in my own company because I've learned that what I enjoy doesn't have to be what others enjoy. I've learned over time that emotions are vital to what it means to being human. We can't control or stop being emotional, and men feel and express emotions differently to women, and that's ok. We can learn what our emotions mean for us individually, and that's the real work. It's continual work. Everyday I'm aware of what I'm feeling and what I need balanced with doing supportive things. Routine is important. For most of us, idling time isn't something we've learned how to deal with. So, things like regular work, maybe an exercise routine, maybe seeing friends and family at certain times, maybe regular mental health activities, any of this and more can be helpful for just regular resilience and wellbeing. Importantly for men, I've learned I don't have to respond to things on social media. There are many times I will see a post and feel that urge to chime on in. But in most occasions I don't need to. I just accept it's not something that I agree with, and hold onto the possibility that there is learning for me to do to be better informed. The above is what I've learned works both for me personally, and for people more generally. Everyone is on their own path, and we've got to do the personal work to build our own mental health. Men of the world, I hope this helps.

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Don’t underestimate the value of HR within your organisation 👏 Whether you call it HR, People and Culture, or People Services, they should play a pivotal role in all aspects of business operations, from guiding and supporting through change management, assessing and developing organisational design, driving forward high performing teams, and improving culture and wellbeing, just to name a few. 🤝They are the glue that holds together the alignment between the business strategy and the people initiatives, driving forward a truly holistic approach to any organisation.

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Absolutely spot on! 🌟 Embracing diversity is crucial not just for innovation but for creating a genuinely inclusive environment where everyone feels valued, seen, heard, and respected for honoring their authentic self. Your emphasis on active listening and empathy is a crucial reminder that diversity goes beyond mere representation; it's about genuinely engaging and valuing every lived perspective and experience, and leaders have the ability to set a powerful example of how diversity can be a source of strength and growth. The strength of a team is significantly enhanced when not everyone thinks, acts, creates, or communicates in the same way. This diversity in approaches and perspectives can lead to breakthrough innovations and solutions that a more homogeneous group might miss. Celebrating and leveraging these differences is what sets truly dynamic and resilient teams apart. Your post is a terrific reminder of the value of embracing our unique qualities to foster a collaborative and innovative workplace! #Leadership #Teamwork #Authenticty

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One of the things I've loved most about settling in with the Ascential – Part of the Informa Group team is the inclusive learning opportunities. One of our ERG's held a session this morning reflecting on World Menopause Day, with some really thoughtful and honest conversations around how we can better manage symptoms in the workplace and be an ally to those around us. Menopause is a natural life stage that affects half of the world's population, but it's not something I've ever heard addressed in the workplace. World Menopause Day was established in 2009 to break stigma, and encourage open conversation about menopause. How can you support your employees going through menopause? 👉🏻 Set up a policy that shares the process for getting a reasonable accommodation or flexible options for those experiencing menopause symptoms that interfere with work. (Ascential has one!) 👉🏻 Educate yourself about symptoms to better understand what your colleagues might be going through and respond with empathy. 👉🏻 Keep communication open to build a strong team culture. Having a good relationship with your team will help them feel comfortable coming to you to discuss concerns and collaborate on accommodations that work for everyone. Learn more: https://lnkd.in/dNXeNjHm Today is just another reminder that providing access to medical resources and factual information about women's reproductive care is the best way to support women at every stage of life. Protect that care with your vote on November 5th. ✌🏻

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Reflecting on the thought provoking session exploring Uncertainty with Sam Conniff 💡 As leaders, how can we guide our teams through the unknown, turning uncertainty into a space for growth and innovation? Uncertainty can trigger anxiety and confusion, but with the right support, we can help our teams develop the mindset they need to thrive. Here’s how Sam shared we can support our teams in building their uncertainty tolerance: 💚 Acknowledge the Emotional Impact: Uncertainty isn’t just a mental challenge; it’s a biological response. People experience real emotional reactions, from fear to confusion, which can block creativity. As leaders, we need to create a safe environment for teams to express and manage these emotions. 🛠️ Provide Tools for Emotional Awareness: Encourage your team to recognise their physical and emotional responses to uncertainty. Simple practices like identifying fight-or-flight responses can help them become more aware and make clearer, better decisions under pressure. 🚀 Foster a Growth Mindset: Help your team embrace uncertainty as a space for innovation, where new ideas emerge. Encourage them to stay in the “negative space,” where existing patterns and assumptions are set aside, and breakthroughs happen. ✨ Ideas for action: ✅ Offer training that increases tolerance for uncertainty and equips teams with emotional management tools. ✅ Create a culture that encourages experimentation and accepts the discomfort that comes with the unknown. ✅ Model resilience by showing your own openness to uncertainty, demonstrating that it's a natural part of growth and innovation. By supporting our teams to build their uncertainty tolerance, we can help them not only cope but excel in today’s fast-changing world. 💪 It also felt like a perfect tool for our young people and I was excited to hear that Sam and team are partnering with Netflix to help spread the message. Check out https://lnkd.in/enDbkHKe for more ideas and inspiration

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"Are we heading for a train wreck of #talent"... 🚂 that was the start of my pitch earlier this week when asked about my view on the #skills landscape. The world of work is changing fast, much faster in many instances than our profession can keep pace with. 🚀 Noting the election results in the UK, that is about to shift again... I feel we've wasted a lot of time ⏲ and energy on the wrong things because we felt that was the right thing...and or we weren't brave enough as a profession to tackle the real wicked problems. Boiled down, I think the challenge of skills sits around 3 simple questions to tackle - 1. What are the skills and or capabilities your people have? 👀 2. What are the skills and or capabilities you need ? 📑 3. What is the gap ? ❓ What do you think? I'll continue to agitate for #change and focus on real #businessimpact #learning and always happy to discuss! 📣

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Are you generally interested in wellbeing and resilience? Me, too! So much so, I wrote a book about it. The Resilience Handbook isn't just Sukh's view on the world, it's written taking an evidence based approach. I don't make any bold claims and I don't venture into offering ridiculous solutions. When it comes to topics like resilience, everyone has an opinion about what resilience means and how we build it. What I do with this book is provide a common place of understanding by referencing research and activities that are shown to be effective. Something I've noticed a lot on TikTok and IG is that self-appointed life coaches and self-help or self-improvement content creators can often speak words of insight but haven't done the necessary work or research to actually reference what things work. What does the book cover? It talks about positive psychology, emotional intelligence and mindfulness. If you're generally interested in wanting an improved understanding of resilience and wellbeing, this book is for you. I write these posts to help build awareness of improved understanding and application of resilience. These aren't personal, and I'll always be clear if they are. If the posts resonate, get my book The Resilience Handbook, link in comments.

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Going global with your Early Careers strategy can help you identify new opportunities, increase efficiencies, and improve business and hiring processes. Scaling from a local to global Early Careers strategy may feel like mountains need to be moved. We’ve got a roadmap for the route. #Talent #TalentAcquisition #HumanResources #HR #Hiring #Recruitment #Staffing #WeAreAMS #TalentIsOurWorld

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Behaviour change is the bread and butter of L&D. There are myriad companies who all have their own version of what good looks like. It can be difficult to know if the variety of stuff on offer is evidence based or researched enough that there is credibility. Today's piece for New Voices in L&D comes from Wil Procter where he writes about the COM-B approach, which looks to examine the capability, opportunity and motivation that comes with behaviour change. Read more, here! https://wp.me/p1mwMK-1r2

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If you haven't had a chance to catch up with Simon and me, talking about The FLARES Coaching Model, in this podcast (which explores a practical, six-part framework designed to enhance coaching and leadership effectiveness) then you are missing out. Each episode delves into a key component of the FLARES model: Feedback, Listening, Asking Questions, Rapport, Exploring Needs, and Support. As listeners you will learn how to use these principles to build stronger connections, foster open communication, and drive growth in your teams. With real-world examples and actionable tips, this podcast is perfect for leaders, coaches, and anyone looking to sharpen their interpersonal skills.  Hope you enjoy it.

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🎓 CIPD Level 5 Associate Diploma in People Management! 🎓 What a journey it’s been to achieve this certificate! 🚀 behind the scenes: 🌟 Starting at Represent: 🌟 Back in January 2023, I joined REP in a brand-new role as an HR Manager. With nearly a decade of HR experience under my belt, I’d never specialised exclusively in HR. (Fellow EA's from SMEs, know what I mean—our versatility knows no bounds!) I understood the practical side of HR—policies, procedures, and day-to-day team support—but I wanted formal learning. 📚 Taking on the CIPD Level 5: 📚 In March 2023, I embarked on the CIPD Level 5. Balancing work and extra studies is always a challenge, but at Represent, it’s next level 🚀 We never stand still. Picture 12-hour days and weekends dedicated to assignment deadlines, all without ever missing a session at the 247 gym! 🌱 Qualification vs. Experience: 🌱 While qualifications aren’t everything, they do complement experience. Drive, relentless learning, and a hunger for growth matter just as much. Before I finished my course, I was promoted to Head of HR - Thank you Paul Spencer 🙏 🔍 Solidifying My Seat at the Table: 🔍 This certificate isn’t just a piece of paper, it’s the perfect complement to my knowledge. It solidifies my place at the decision-making table. 🙌 I’m proud of time and dedication I invested to achieve it. 🚀 The Mission Continues 🚀 It doesn't stop here, I still attend webinars, CIPD events (finally meeting my course mate Cerys Cross), HR Forums and network with like-minded people professionals. Learning never stops ✨

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During my commute today to one of my work locations, I decided to use my time effectively by listening to a podcast episode that aligns with the subject matter of my current unit for my CIPD. The focus of this unit centres on people management and performance, particularly emphasising the significance of the employee experience and I started to reflect on what this means for me/us (HR). In the realm of HR/People & Culture, the employee experience stands as a cornerstone. However, a critical question that I asked myself: how can we gain the support and commitment of our leaders to ensure that every employee encounters the desired experience we strive to cultivate? #leadership #employeeexperience #culture #HR

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