Sarah King

"I think I might self-regulate TOO much and I'm starting to think I do it to avoid having hard conversations" This morning Louise van Haarst and I were back at ZINC taking the current venture builder cohort 8 through our Smart Conflict® Workshop, and this fascinating contribution came from one of the founders in the audience. Every time we run this workshop we get such thoughtful and brilliant questions and thinking from our audiences. Today was no different as we attempted to navigate the messiness of human dynamics and hard conversations. So back to using self-regulation as a conflict avoidance... this founder asked me what he could do to overcome this tendency. Here's what I shared: 💡 It all starts with having the self-awareness and the motivation to change how we're showing up (or not) 😫 Accept that hard conversations will trigger uncomfortable feelings (this doesn't go away) ⛰ Choose to have the hard conversation despite the discomfort, knowing that comfort is on the other side of that hill. ✅ Choose to prioritise the best interests of the task or the relationship over your own short term comfort. 👶 Embrace all your feelings, pleasant and unpleasant, that's the full human experience. ⏰ Trust that overtime, with practice, the feelings will feel less overwhelming, less terrifying as your confidence the conversation will be worthwhile grows, and will dissipate more quickly after the event. 🌳Use regulation tools to prepare you for disregulated moments, not to reach a permanent unflinching state. Would you challenge this list or add anything else? ------------------- Looking to inject more Smart Conflict® in your business? DM me to find out about our 'toxic conflict' reducing, and Smart Conflict® increasing, interventions, workshops and programmes.

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I welcome this event on September 5th and extend my gratitude to Caro Melendez 🔜 Turing Fest / Slush for shedding light on the urgent need to bolster support for female founders from diverse backgrounds. Since the start of 2024, our entrepreneurial ecosystem's glaring lack of representation and diversity has become increasingly apparent. This issue is underscored by valuable research like the Access Report by Dechomai Ltd, Social Investment Scotland, and the Firstport #Accessreport, which should be reviewed alongside the Pathway report to reinforce the recommendations. Despite the availability of such insightful reports, our contributions often feel like an afterthought, acknowledged only after the plans are set and the table is laid, with just a token seat offered. We have the opportunity—and indeed, the responsibility—to do better. True diversity in ideas, innovation, and progress stems from an inclusive ecosystem where decision-making at all levels reflects our diverse voices. This isn't merely a call for fairness; it's a strategic necessity to ensure that all entrepreneurs can access the resources and opportunities they deserve. Our unique perspectives and experiences are not just valuable; they are essential for the growth and success of our entrepreneurial ecosystem. I trust that the organisers of this event will embrace this challenge and act to ensure that all marginalised groups are genuinely included within the entrepreneurial landscape. Recently, my time, and that of many fellow Black and Multiethnic entrepreneurs, has been spent contorting ourselves to fit into an ecosystem that claims to value diversity but requires us to twist into unnatural shapes to be included. This event presents a chance to open the doors and windows to fairness truly, allowing everyone a seat at the table. #scotland #entreprenuership #inclusion #diversity #wearehere

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All too often, people have the firmly entrenched idea that complex challenges like inclusion for #neurodiverse people requires an equally complex solution, which is then made worse when they realise that there really is no “one size fits all” approach to support the varied (and sometimes seemingly contradictory) needs and challenges of people who have been diagnosed with #ADHD and #ASD for instance. For example: large, crowded Town Hall meetings are often overwhelming and very stressful for many neurodiverse people, but others will be more comfortable in a larger space with others than being the centre of attention in a small meeting room. So, does that mean it’s a waste of time to put accommodations in place? Definitely not. The point here, is that you shouldn’t assume that everyone who is neurodiverse needs the exact same support to perform at their best – it’s very much an individual thing. Having said all that, there is actually a lot that you can do that will not only support neurodiverse people, but everyone else in your business. Some practical examples I’ve seen work well are: 1. Be very clear and detailed with instructions and expectations for work/tasks. 2. Provide structure where possible including advance agendas for meetings. 3. Support active reading strategies (such as pre-reading, summarising and chunking information). 4. Use visualisation tools such as mind maps to reduce processing load. 5. Consider peer mentors for support. 6. Implement breaks where meetings go over 45 mins. 7. Create multiple ways for people to learn about new concepts e.g. Thought Leadership Articles + TED Talks + Infographics as available. It’s not about doing all of these all the time, but I can guarantee that implementing any of these support mechanisms will support you to bring out the best in everyone.

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✨Amazing opportunity for female-founded environmentally sustainable businesses below ⬇ ⬇️✨ Apply to feature on the panel at Female Founders Rise event and feature in Country & Town House - deadline to apply is *TOMORROW* 12pm Weds 12th June. Can't wait to attend on June 25th: another brilliant event hosted by FFR in partnership with Lloyds Banking Group 🙌 #femalefounders #femaleentrepreneurs #sustainablebusiness

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Aspects of our cultural upbringing can torpedo our confidence as an Executive or Founder. At the same time, South Asian women are having a HUGE moment. It IS possible to go from feeling inferior, needing to be liked and people pleasing others - to being powerful, direct and clear. ❌ No more playing it small or playing it safe. ❌ This doesn’t garner respect. Let’s make sure the world takes note by rising up and going BIG.🔥 Let go of cultural patterns and behaviors that don’t serve your success. In this week’s podcast episode of Brown AF- Brown, Ambitious & Free, I cover: “Invisible Mistakes Making It Hard to Be A Respected Leader - & Steps to Fix It.” It’s tough to be respected, even with the a big title, but there are evidenced-based steps to change this: 1️⃣ Get neutral, don’t overreact or shutdown. 2️⃣ Be direct, NOT nice. 3️⃣ Get uncomfortable, don’t stay stagnant. Amplify your cultural strengths by letting go of dead weight behaviors. Don’t know the difference? I’ll break it down for you. Tune in wherever you get podcasts to gain to strengthen your cultural identity & build a highly respected Executive presence. #CulturalLeadership #SouthAsianExecutives #ExecutivePresence #LeadershipDevelopment #Inclusion

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🌟Calling all Edinburgh based impact leaders 🌟 Curious about the B Corp movement and how to get certified? Join Michelle Sutherland for a deep dive during the “Become a B Corp Workshop” co-facilitated with certified B Corp Zebra Growth and Co Founder Lee Fitzpatrick. We’re excited to be delivering this workshop together because we firmly believe in the B Corp movement and its values. Lee from Zebra Growth will be sharing their own B Corp certification journey, including their experience with the B Impact Assessment, how they manage being a B Corp and the positive impact it has had on Zebra Growth. 📆 Date: 23rd July 🕔 Time: 9:30 am - 12:30 am GMT 📍 Location: myEdinburgh, 18 Brunswick St Ln, Edinburgh, EH7 5JG 🎟️ Register here: https://lnkd.in/d343vay5 In this workshop, you’ll kickstart your journey towards becoming a Certified B Corporation. Here’s what you’ll gain: ✅ Insights into what a B Corp is and its significance. ✅ An understanding of the B Corp movement and its impact (featuring a B Corp business). ✅ A clear overview of the B Corp certification process. ✅ Guidance on mapping your path to B Corp certification. ✅ A walkthrough of the B Impact Assessment (BIA) tool. ✅ An initial assessment of your business’s impact using the BIA tool. ✅ Tools to set goals and track your business’s impact improvements. ✅ A chance to get your questions answered by a B Corp Consultant and a B Corp certified business.

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I am so proud to be part of the voices contained in The Lilac Review UK. . It is so important the key messages are heard and acted upon. . Simplifying Support Services: Radically simplifying support services to place the needs of disabled entrepreneurs at the forefront, including mentoring, networking, business training, and guidance. Removing Annual Benefit Reassessments: Scrapping annual benefit reassessments for lifelong conditions to reduce administrative costs and pressure on entrepreneurs to repeatedly justify their need for support. Trust-Based Access to Support: Moving towards a trust-based rather than proof-based system for accessing disability support. There is so much value in the community that is being stifled... . Fingers crossed the report and Disability Finance Code for Entrepreneurship will make the waves needed... . https://lnkd.in/e_WYS67m

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Drum roll please.....after months of hard work, we will be sharing our insights into The State of Behaviour Change in the Purpose-Led Sector: Why it’s hard and how to make it work, at a webinar on December 4th. The purpose-led sector, from charities to social ventures, often relies on behaviour change to achieve their missions. Yet, many find the process overly complex or too simplified for real-world impact. Traditional behaviour change approaches can feel like “expert territory,” packed with academic models and frameworks that seem impractical without specialised teams or budgets. For others, behaviour change methods may feel out of place, risking a clash with values of empathy and empowerment. This summer I got together with behavioural expert Stephen Brunt to dive into these challenges and introduces practical frameworks to make behaviour change accessible and impactful for purpose-led organisations. We spoke to 24 individuals from social ventures to large charities all dedicated to improve society. Since then we have been testing out how they work in the real world. Register here https://lnkd.in/ew2H8gEN for a webinar on December 4th at 2pm, where we’ll share findings from the report and talk to a panel of experts, including: - Why behaviour change feels hard to implement and how to simplify it for real impact. - The Four Foundations and ABCD models, which bring clarity to designing change that aligns with your mission. - Case studies from organisations in diverse sectors, highlighting solutions that work in complex environments. Join us to explore new ways to harness behaviour change in your organisation. Learn to engage your audiences meaningfully and sustainably to drive lasting impact. Register here: https://lnkd.in/ew2H8gEN Many thanks to again to Tony Charalambides, Rebecca Day, Juliet Mountford, Izzy Obeng, Alice Whyborn (née Free), Colette H., Dan Riley, Dany Bell, Emily Cummin, Helen Fisher FRSA, Ian Ayling, Janette Searle, Jessie Cunnett, Kerrie Gemmill, Kuldeep Kaur, Laura Littlehales (née Culverhouse), Maria Fomina, Natalie Moore, Phil Walsh, Rosie Webster, Dr. Sally Smith, Steve Korris for your wisdom. And Michala Sales for designing the report. #PurposeLed #BehaviourChange #NonProfit #SocialImpact #Webinar #MissionDriven

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As 2025 approaches, I'm looking for a small cohort or two of founders and leaders to road test the pilot version of my evidence based 4 session, live coaching and training programme. You'll receive: 🔥A video workshop and workbook one week before the first session 🔥Four 90minute, live, Zoom, small group workshops 🔥Understanding and personalised application of how you can interact with and influence your Character Strengths Story and your Emotional Story to... ✅Increase your personal emotional strength ✅Increase your emotional and social intelligence ✅Build resilience ✅Lead and respond to yourself and others more effectively ✅Be more intuitive in all your relationships ✅Become more resilient in a healthy way This programme gives you a personalised toolkit you can rely on that goes way deeper and has a more lasting effect than any spa bath or bottle of wine could ever do! For the pilot attendees, I'll be adding in a complimentary 60minute 1:1 coaching session with me (to be taken during or within 30days of the programme). You'll also commit to providing me with answers to 3 feedback questions (five minutes to complete) at 3 points during the programme. If you'd like to bag your place on a lunchtime or evening cohort starting in mid November 2024 for 4 weeks, please DM me. If you don't want to grab this opportunity and the free coaching session, then simply DM to join the waitlist for January's cohorts! The investment is £500 and there is an option to upgrade to include 4 weekly personal coaching session too if you really want to dig deep into this before 2025. Message now as pilot places are limited to 4 big hearted founders or leaders on each of these pilot cohorts.

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I've been reflecting on Ashanti's recent article about the potential impact of the UK's Labour government on DEI policies. While the focus is on pay gaps and family-related policies, I'd like to highlight the implications for neurodiversity in the workplace. Key takeaways for neurodiversity inclusion: ➡️Competence over compliance: As organisations adapt to new DEI regulations, it's crucial to develop genuine competence in neurodiversity. This means understanding different neurotypes, their strengths, and support needs. ➡️Upskilling is vital: Train your HR, L&D, and DEI teams on neurodiversity. This internal expertise is far more valuable than relying solely on external consultants. ➡️Sustainable strategies: Create documented processes for neurodiversity inclusion that outlast individual champions. This ensures continuity and reduces risk. ➡️Holistic approach: Neurodiversity initiatives can enhance broader DEI efforts. For example, flexible working policies can greatly benefit neurodivergent employees. ➡️Future-proofing: Investing in neurodiversity competence now will prepare your organisation for future changes in legislation and workplace expectations. As we navigate these changes, let's ensure neurodiversity remains a key part of the DEI conversation. By building competence and sustainable processes, we can create truly inclusive workplaces that benefit all employees. 💡Thoughts? How is your organisation approaching neurodiversity inclusion in light of these potential policy changes? https://lnkd.in/eJiVpxVj #Neurodiversity #DEI #WorkplaceInclusion #neurodiversityintheworkplace #neurodiversityatwork #adhdatwork

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So true. It’s one thing helping people understand what your company values and behaviours are, it’s another making sure they are properly embedded. This is a change process and to make V&Bs stick people need to see how they can be put them into practice in the context of their own role and company. There will be colleagues ahead of the curve already doing this. 🎯 What did they do? 🎯 What have they learned? 🎯 What was the impact? These are your credible messengers. Share their stories. #CultureChange #EmployeeStorytelling

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𝐃𝐨𝐞𝐬 𝐢𝐭 𝐫𝐞𝐚𝐥𝐥𝐲 𝐭𝐚𝐤𝐞 𝐚 𝐝𝐞𝐦𝐨𝐥𝐢𝐭𝐢𝐨𝐧 𝐣𝐨𝐛 𝐭𝐨 𝐛𝐫𝐞𝐚𝐤 𝐝𝐨𝐰𝐧 𝐬𝐢𝐥𝐨𝐬? The frustration of working in silos is a theme which comes up time and time again in our conversations with clients here at Scenius Consulting and Coaching. Frustrations which Matt Parkes FRSA MCIOF and I frequently encountered in our previous careers. That’s why when we joined a national UK charity as the directors of fundraising and engagement (aka marketing and communications), we decided to take pre-emptive action. It all started on day one with a coffee and a conversation. We made a pact, there and then, that we would work in partnership. At that time, the fundraising directorate was located on the second floor, while the recently re-structured engagement directorate was scattered across several floors. We were concerned that this physical dislocation would create a barrier to the cross-team collaboration needed to deliver our goals. So, after some careful negotiation, this is what we did: -   Brought the engagement and fundraising teams together on the same floor. -   Knocked down the walls separating the two teams to create a single workspace. -   Created a joint break-out space for both teams to hang out in – because as we all know the most important conversations take place by the water cooler and the kettle! Demolishing the walls between the two teams was a powerful symbol of breaking down silos and working as one team. But the real work was about breaking down internal walls through creating the right environment, projects and processes to support cross-team collaboration. Here are a few joint initiatives which our two teams delivered during the first year: - Pooled resources to commission audience research and created an Insight Hub for use by the whole organisation. - Joined forces to design a five-year fundraising, marketing and communications strategy and budget which received Board approval. - Designed and delivered a high-profile stakeholder event which achieved multiple objectives and won a prestigious national award. - Consideration (i.e. donors’ propensity to give to the charity) grew from 19% to 23% in the same year.   So, if you’re looking for assistance with improving collaboration and teamwork in your own organisation, do please reach out for a conversation with us. We’d love to help, and we promise it won’t involve knocking down any walls! #fundraising #marketing #communications #charity #teamwork #collaboration #teamcoaching #consulting

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5 mins 34 secs...This describes Helen's experience of working with NLP - and me - over a number of years. Quite detailed, and relevant if you are considering coaching support for yourself, a friend or a family member.

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A brand new week and a brand new Winning Edge Mindset - Mancroft International blog. This one focuses on the unhelpful emotions that you might be feeling as a result of allowing a perpetuating thought pattern. Guilt and regret are just two of the emotions we can feel which we allow to keep us trapped, not moving forward with our life. Find out how to free yourself of these unhelpful thinking patterns. Top 3 Takeaways: 1.    It's important to know that we can be in charge of our thoughts and emotions- we get to run our brain rather than allow it to run us. 2.    Guilt and regret are futile emotions long-term. It's important to recognise the thoughts that power these emotions and work on reframing them to enable you to move forward. 3.      No one can make you feel anything. When you realise this, it helps you regain control and to be in the driver's seat taking your life in the direction you want to take it. #winningedgemindset #mindsetmatters #personalaccountability #unhelpfulemotions #mindsetshift

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This morning I'm feeling blessed. 🍀 When we were designing Confetti Institute of Creative Technologies Women in Leadership Programme we wanted to embrace the richness of diversity of thought and experience. So, we decided to reach out into our networks to bring together a brilliant pool of mentors: 💪 Strong female role models 🫠 Personable & compassionate 💚 Live by their values 🦉 Broad experience, wise & insightful 🥳 Cheerleaders of other women We knew who we wanted to approach in our network for this first cohort. Each and everyone of our now mentors immediately signed up to support our cohort of lovely ladies. 🙌 We truly value our relationships with our amazing mentors and the power of network connections. We hugely appreciate our mentors allocating personal time to support the programme. 👏 Day 2 planning is now underway with some of my specialist interest topics: 🔹️Confidence 🔹️Limiting beliefs 🔹️Inner critic 🔹️Imposter feelings (syndrome) This session is always very thought provoking whether individuals experience these internal conflicts themselves or recognise them in team members. 🤔 They can be so exhausting and real blockers but... they don't have to be! 1-2-1 coaching & mentoring support really comes into play here in terms of developing more helpful belief systems and positive thoughts. 🧠 That's why it's great to have such a fabulous group of mentors with us. I heard a great reminder on a neuroscience coaching webinar yesterday by Dr Chrisna Swart which links into this - "What the brain thinks, the body believes." "How the body acts, the brain retains." Change of thought and behaviour requires conscious effort and energy, otherwise automatic default kicks in and we slip back into old practices. 🧐 Next time you feel stuck internally, ask yourself: ❓️What's holding me back? ❓️If I knew I could succeed, what would my next action be? ❓️If unicorns 🦄 existed, what could I be doing in 3 months time? Lisa Allden #womeninleadership #personaldevelopment #professionaldevelopment #careercoaching #leadershipcoaching #talenta

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It’s #Budget week - and with an estimated 1 million missing female founded businesses, there is a real opportunity to invest in female entrepreneurs and boost the UK economy. With ambition, funding and policies that address the root causes of societal inequalities, there is no doubt the UK could become the best place in the world for female founders. ✍️ My thoughts on what the Chancellor could offer when she takes to the dispatch box tomorrow. #womeninleadership #femaleentreprenuers #femalefounders #womeninbusiness #budget24 #levellingupleadership #economicgrowth

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Struggling to understand Scotland’s #entrepreneurial #ecosystem, then this guide is for you.

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How is it half-way through October half term already? To break honest, we had JUST settled into the routine—two different school drop-offs (primary and secondary), after-school clubs sorted...THEN... BAM! Half term hits. Juggling these constantly shifting schedules is no small feat, and the mental, emotional, and physical toll can be real, especially when balancing work and family life. The reality? Our work and school systems are no longer in sync. What once worked, simply doesn't fit the modern world. What’s changed? 👉 Dual-working households are the norm, not the exception. 👉 Parents are having children later, making traditional grandparent support more challenging as they age. 👉 Families often live further apart due to work, reducing accessible support systems. We need to reimagine how we balance it all. ___ Want to WIN a free workshop on ‘Understanding the World of Working Parents’ for your organization? Visit me at The Business Show at Excel London, 🗓 When: 13th November 2024, 11:00 – 11:30   📍 Where: Retrain Expo, Seminar Theatre 6  💡 BONUS: Don’t miss out on one of 10 half-priced workshops available during the event! #WorkingParents #businessshow #WorkLifeBalance #ParenthoodChallenges #ModernFamily #JugglingRoles #FutureOfWork #FamilySupport #ParentalPowerUp #MindsetShift

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