Jill Wise

Elevating your purpose and impact in communications and PR-how can it be done? We will enable you to: · discover your purpose in a time poor world · how to be purposeful in toxic environments · harness the power of ‘Social Capital Comms’ to create tidal waves of change This new one-day workshop enables you to harness new thinking and doing from the Dublin Conversations, so you can go forward with greater clarity vigour, and sense of direction to make the most of you and the new opportunities around you to elevate your purpose and impact through your work. Discover the new ‘Purpose Lite’ programme empowering you to uncover what truly drives you, even in busy times, and learn how to stay focused on your core mission. Explore, identify, and articulate your ‘Purpos’ - your prime purposefulness - in a time-poor world. Overcome the challenge of ‘Haven’t got time’ to answer the big profound questions in your life of ‘Why you do what you do?’ to instil greater resilience, direction, and power to realise your personal goals. Navigate Toxic Environments with 'Purpos'. Find out how, even in the most difficult of situations, you still have choices to maintain your purpose and integrity, with new tools from the Dublin Conversations empowering you to ‘do the right thing’ in challenging times. Harness the incredible power of Social Capital in your communications. Learn how to leverage 'Social Capital Comms' that fuels bottom-up led change to create impactful change, inspired by grassroots movements like #BlackLivesMatter and Extinction Rebellion. From this workshop at the very least your new tools and processes enable you to discover much about you, what makes you tick, what makes you fly. You will come away smarter having a better understanding of how to manage enabling your clients, colleagues, and others to deliver more strategic, narrative-driven, values-led communications and changemaking. What you will gain: - Clarity and direction: understand and articulate your primary purpose, enhancing your resilience and sense of direction with increased confidence and energy. - Practical tools: learn new methods from the Dublin Conversations to make purposeful choices and drive purpose-led change in even the most toxic of environments. - Enhanced communication skills: master the art of creating strategic, narrative-driven, and values-led communications and public relations practice that resonate deeply and achieve impact with the important people in your world. Workshop facilitator Andy Green FRSA is cofounder of the Dublin Conversations. He has delivered workshops for major blue-chip organisations around the globe and even creativity classes on the London Tube. The one-day workshop costs just €140 Book here: https://lnkd.in/eCjD7kaJ #Purpose #DublinConversations #Purpos #SocialCapitalComms #ConversationsFest24 #Comms #communications #publicrelations

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📢 Calling Design Thinking facilitators and trainers in the UK (West of England - Reading / Swindon / Bath / Bristol / Gloucester / Cheltenham / Oxford) Our social enterprise DiversITy-talent is looking for facilitators and volunteers to be part of our movement: ➡️We are set up as a CIC - Community Interest Company set up to inspire young people and other untapped, underrepresented talent pools from diverse backgrounds into business and technology careers. See more here: www.diversity-talent.co.uk ➡️This is done through our DiversITy-talent awards and a suite of work-ready programmes for those who don’t have the means or opportunities to build their modern skills base. Our competition sets a societal or community challenge for groups taking part (for example it might be 'solve food waste at schools' / 'tackling the elderly crisis in our communities') The teams go through a 12-week journey (**Approx. 2 hours per week**) using Agile methodology, backed up by the design thinking process, to allow them to understand what it is like to work in modern business, where Agile teams are the norm, as they tackle and solve the challenge. 📱This is linked to relevant tech to underpin their solution for the good of their community or wider society. 🏅They are certificated and endorsed with a Digital Badge by our sponsors, listing all the skills they gain - ie problem solving, collaboration, storytelling etc etc. The most important aspect is to have diverse team of around 10 participants, with the one rule being that there must be a a male / female parity split (outside of any gender neutral participants) as gender diversity is one of the biggest opportunities in business and tech, and a gateway to a broader range of diverse individuals (ie neurodiverse etc) 📣📢 We would like to hear from design thinking facilitators who are looking to give back to communities, while securing paid work. We will pay an hourly rate, giving those partnering with us the opportunity to invest more of their time in the project as appropriate📢📣 ✅Our next cohorts will kick off in October and will be centred around West of England / Swindon and surrounds, and elsewhere too. Please add a comment below, DM me or ANNA SOMAIYA or ping Emma Chittenden Graham Stonadge. You can also email us directly: [email protected] #diverityandinclusion #Swindon #Bristol #workforcetransformation #underrepresented #talentpool #workforceofthefuture

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The scale and pace of change today are arguably unprecedented. So, what does this mean for change comms, and how can communicators effectively navigate the big change environment? Check out our top tips from comms leaders 👇 https://lnkd.in/eXB6-qzJ

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Is it now up to small businesses to take the lead? Today is part 6 and the last in the series of webinars provided by Small Business Britain for the Sustainability Programme sponsored by BT. It’s going to be fascinating to hear from Adam Bastock about the funding landscape, learning how to identify and approach various funding sources such as local councils, universities, private competition funds, and corporate grants. The irony is that the enthusiasm of small business owners on the programme to create more sustainable businesses contrasts with what’s going on in the investment world. Take BlackRock, who once “counted ESG principles as important hallmarks of a sound investment,” are now described in this Observer article: “BlackRock has confirmed that in the 12 months to the end of June 2024, it supported only 20 of the 493 environmental and social proposals put forward by shareholders at the annual meetings of the firms in which it invests. This represents just 4% of ESG proposals, compared with 47% three years ago.” And sadly Unilever, where I started my marketing career, “signalled earlier this year that it would abandon or water down a string of ESG pledges amid a growing backlash from investors and politicians.” https://lnkd.in/eXziWRJS And yet, KPMG research shows that “Many consumers care about the sustainability of items” ➡️ 67% say that they try to seek out green or sustainable options for some of the products and services they buy ➡️ 18% say they have changed their mind about a company due to misleading green claims ➡️ 54% state that they would stop buying products and services from companies found to have greenwashed ➡️ while 38% would stop investing in them So maybe this tension creates the opportunity for small businesses to fill the ethical gap? #sustainability #brandvalues

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𝗗𝗼𝗲𝘀 𝗮 𝘄𝗿𝗶𝘁𝗲𝗿 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝘁𝗼 𝘀𝗲𝗽𝗹𝗹? James Lamont, co-screenwriter of the latest Paddington film, recently posed this question in a BBC article. As someone with dyslexia, James has faced challenges with spelling - something most would consider fundamental to writing. Yet, he’s gone on to write a blockbuster screenplay loved by millions, proving that talent and creativity can transcend conventional measures of ability. https://lnkd.in/e2rjRW6X This raises important questions about how we assess people’s skills and value - particularly in traditional recruitment processes. Too often, we measure potential and worth against rigid standards, instead of recognising and fostering unique strengths. For many neurodivergent individuals, these barriers begin with hiring practices. Psychometric tests for example, often used as a recruitment filter, can be inherently unfair, prioritising rigid ways of thinking that don’t reflect the strengths neurodivergent candidates bring. This approach locks talented individuals out of opportunities, while companies miss out on the specialised skills and perspectives that could drive innovation, creativity, and growth within their teams. As James went on to say, providing support is key to unlocking potential. Supporting neurodiversity, including dyslexia, in the workplace isn’t just about providing tools like spellcheck or assistive tech (though they do help!). It’s about creating an environment where different ways of thinking, working, and contributing are embraced. Here’s what meaningful support can look like, and it’s often as simple as: • 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀: Dyslexic thinkers often excel in creativity, problem-solving, and big-picture thinking • 𝗔𝗱𝗷𝘂𝘀𝘁𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀: Offering flexibility in how tasks are completed, such as oral communication or collaborative editing • 𝗣𝗿𝗼𝘃𝗶𝗱𝗶𝗻𝗴 𝘁𝗼𝗼𝗹𝘀: Leveraging tech solutions like text-to-speech software or specialised organisational tools • 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗶𝘁𝘆: Building a culture where openness and empathy remove the stigma around seeking support James’s story is a reminder that brilliance takes many forms, and it often thrives when we’re willing to challenge traditional norms. Let’s reframe our perspectives, redefine what ‘skills’ really mean, and unlock the true potential of neurodiverse talent. #Neurodiversity #WorkplaceInclusion #Recruitment #DiversityAndInclusion

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in the inspiring words of the infamous poet known as Vanilla Ice… Stop! Collaborate and Listen you’d have to be living under a rock not to know that June is Pride month across the UK and many companies are doing incredible work every day to ensure their colleagues who identify as LGBTQ+ are made to feel included. Allyship in its truest sense 🙏 And then there are those who Rainbow Wash. You know who you are. So today and while our political parties are scrambling to get your votes, and particularly when the Trans community is taking a hit from the powers who should be protecting them, I really encourage you to - 🌈 STOP Ask yourself why you’re promoting Pride this month. Who are you actually supporting within your organisations and more importantly how? Because for those of us in the LGBTQ+ community, the places we work and the culture of the company you are promoting to the world, can make us or break us. 🌈 COLLABORATE spend significant time with your LGBTQ+ colleagues and work with them to identify the needs which will benefit both the individual and the company. Don’t half arse it. Show up and do the work and don’t expect them to do it for you. 🌈 LISTEN when people feel safe to share their experiences they go above and beyond. Invite them into the conversations and don’t make decisions on their behalf because ‘you have a gay friend’. You’re not them, let them speak. If you have no known LGBTQ+ colleagues, chances are they either don’t feel safe to be themselves or your organisation isn’t giving the right message to recruit the diversity into it. If your genuine intention is to be inclusive then let’s have a chat and I’m happy to help. Definition: Rainbow washing is when companies signal support for the LGBTQ+ community, like adding rainbow colors to their marketing materials during Pride Month, without actually doing substantive work that helps members in the community.

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Children are 20% of the population but 100% of the future. Looking forward to an amazing day workshopping green skills and how we integrate them into the school curriculum and #futureproof Britain’s future. How do we achieve #netzero by 2030 if we fundamentally don’t have the vocational skills in our future workforce to service it? #education #climatechange #sustainability Generation C

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Earlier this week, we hosted a hugely successful masterclass on crafting an internal comms platform business case that demands leadership attention.      Missed it? Don't worry – you can still catch all the invaluable insights shared by our CEO, Chris Izquierdo.    Watch the on-demand masterclass to learn: - Real-life examples of successful business cases  - Step-by-step guide on presenting your case for leadership approval  - Expert tips tailored to your organization's unique needs  - Techniques to calculate and showcase compelling ROI, productivity gains, and engagement improvements Don't miss this chance to elevate your organization's employee engagement by over 300%! WATCH NOW: https://lnkd.in/dNjmFZYs #InternalComms #EmployeeEngagement #BusinessCase #Leadership #ROI #Productivity #Webinar #OnDemand 

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A little bit of 'crisis comms' advice from a comms professional... for Innovate UK (and/or anyone else going through some bad press right now)... >> Do not change your messaging after the event in the hope no one will notice. << Own your mistake / problem. Take accountability. Be honest. Be transparent. Be human - show vulnerability. If you messed up, say it. If you don't know what's gone wrong, say it. If you need time to come up with a plan, be truthful. The worst thing you can do is A) lie or B) try to cover it up. Boris Johnson is a fantastic example of why this is not a good strategy! For context, if you've been living under a bush and missed the huge wave of commentary about this on LinkedIn, the ‘Women in Innovation Awards’ promised that 50 female-founded and female-led businesses would receive a £75k grant and package of support, from a funding pot of £4 million. 1,452 women applied for the award; but only 25 awards have been granted. Assuming each grant is £75,000, this is a total of £1,875,000. This leaves £2,125,000 unfunded at present 💸 Originally, the website said it would award 50 women up to £75,000. It has now been changed to say 'up to' 50 women would be awarded 'up to' £75,000.

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Yesterday, I listened to Culture Secretary Lisa Nandy and Broadcaster David Olusoga discuss some of the challenges to inclusion in creative industries. It was an interesting and thoughtful conversation considering barriers to people entering and staying in the industry. Whether focussing on protected characteristics or on people's socio-economic backgrounds, there's still clearly a huge potential being missed. I was struck by David Olusoga's discussion of moral licence and the fact that people ignore some of these barriers because they're generally good people. This is something I recognise in the tech sector. Overall, though, it felt a bit lacking. The Minister mentioned how important the issue was to them, but there didn't seem to be much action, just discussion. The problem is well-known and requires consistent action if we're going to move the needle. I really hope this wasn't just an opportunity to visit somewhere outside London and talk about the importance of growing the sector. Next year, we'll do more with techSPARK uk and our festivals, making our industry more inclusive, but there's a huge amount to do, and it requires action, not just discussion. Department for Culture, Media and Sport #creativeindustries #inclusion #diversity #tech #creative

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Following a recent local #Pride event a former colleague posted dismay at hearing lots of narrative from ‘straight white males’ around how they now feel marginalised and should have their own event… Trustmarque are lucky to have the #Encircle group who are given time across all meetings and events to help drive DEI awareness. They support those marginalised groups to be more represented, empower everyone to be more informed, part of the discussion, and challenge thinking which leads to a more equal playing field. However, not everyone has an ‘Encircle’, and as I talk a lot about AI, I was curious to pose uncomfortable questions to it and asses it’s response. I was pleasantly surprised, and I thought the output might actually be helpful to share with my fellow straight white males! (Below from: Chat GPT 4o) This question touches on complex issues of representation, inclusivity, and societal dynamics. Here are some key points to consider: 1. **Representation and Equity**: The purpose of events for marginalized groups is to promote equity, not to marginalize others. These events aim to address historical and ongoing disparities by providing visibility and support to communities that have been underrepresented and discriminated against. They are intended to level the playing field rather than diminish the value of other groups. 2. **Systemic Privilege**: Straight white men, as a group, have historically held systemic power and privilege in many societies. This privilege often means they already receive significant societal recognition and representation in various areas such as media, politics, business, and education. The promotion of events for marginalized groups does not negate the ongoing privileges that straight white men experience. 3. **Cultural and Social Dynamics**: Celebrating diversity and promoting the inclusion of marginalized groups is a way to enrich society as a whole. These celebrations do not inherently blame or diminish the worth of straight white men. Instead, they seek to create a more balanced and inclusive narrative that recognizes the contributions and experiences of all groups. 4. **Individual vs. Group Identity**: Feeling marginalized or undervalued can happen on an individual level, and it is important to acknowledge and address these feelings. However, societal events promoting minority groups focus on systemic issues rather than targeting individuals. The aim is to rectify broad social inequities rather than assign fault to any specific group. 5. **Inclusivity and Unity**: Inclusivity does not mean exclusion of the majority; rather, it seeks to bring everyone together by acknowledging and celebrating diversity. Inclusivity efforts are about building a society where everyone feels seen, valued, and respected. Straight white men can and do participate in and support these events, contributing to a broader sense of community. Enhancing the recognition of marginalized groups does not reduce the recognition of others.

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Rose, Bud & Thorn - a Tool for Encouraging Collaboration In the Workplace One of the things I love most about the work I do is just how much I learn from others. Last week, in my inclusive leadership work with Ogilvy UK, I learned about a format, introduced by their Influence Director, Poppy Richards, to get more people sharing at their monthly team meetings. With all great formats, it’s pretty simple. Everyone shares the following: - Rose: One thing that has fully blossomed into something you are really proud of. This could be a highlight, a small win, or something positive that has happened. - Bud: One thing that is still growing but you are really excited about. - Thorn: A challenge you are experiencing right now or something you could use more support on. What I loved when it was shared in our training session was hearing about how so many thorns turned into roses at the second session thanks to colleagues in the room leaning in to provide support and solve that thorny problem. Here are mine this week: - Rose: Our Token Man Braintrust is starting to blossom into something truly magical. - Bud: We are halfway through our male allyship coaching programme, and I am so excited to see where we will land in July. Next week, I will be starting recruitment for September’s cohort. - Thorn: On November 19th, we have our annual Masculinity in the Workplace event (now in our 7th year), which is the only Inclusion and Diversity event designed specifically to engage with the in-group (i.e., white straight neurotypical cis men without disabilities). I am aiming for at least three more partners to join the likes of AudioNetwork, CCEP Citi, Clearwater, Colt, HSBC, Merlin Entertainment, Ogilvy, and Wavemaker. Do you want to engage more men with inclusion and diversity? If so, you might just be able to help with my thorn. Would also love to hear what your rose, bug and thorn are currently? You never know - you might just find someone here who can help turn your thorn into a rose. #RoseBudThorn #Collaboration #MIW2024 #InclusiveLeadership

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Ever been frustrated by the service provided by your comms team? Did you ask them to upgrade your deck and it came back well below your expectations? We know this is an immensely frustrating experience, and leaves you questioning the value of a comms partner. But the cost of not having a comms partner is real. It means missed opportunities for engaging your audience. Missed opportunities to tell your story. Missed opportunities for investment. Missed opportunities for bringing in the best talent. Missed opportunities for patients.

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Catch up on all of these #EarthDayTips and other useful info on the Green Economy website. Or if you'd like to find out more about the support available, please message me. 🌎 #EarthDay #EarthDay2024

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“We cannot do this alone. We need every employee, not just the sustainability team, aboard and moving [the sustainability strategy] forwards”*  I hear this sentiment nearly every day. And it’s unsurprising. You can have the most brilliant, creative transformation strategy in the world - but sustainability teams can’t bring them to life on their own. To reach a sustainability strategy’s full potential you need those people who actually implement the strategies to feel confident in making it happen. They need collaboration and support from their colleagues to bring it to life! Yet our research has revealed that only 7% of employees actually feel confident in applying their company’s sustainability strategy to their day-to-day work. I’m attaching more info about the urgent need for and opportunity of climate and sustainability training below. Whether AimHi Earth’s training can help you or not, I hope this information about the ROI of staff sustainability engagement will help you gain support for your sustainability strategy within your company. *Quote given by Chief of Staff to Chief Sustainabillity Officer, Fortune 500 FMCO Company.

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📰 The Future of News: A Two-Tier Media Landscape? A stark warning from parliament.uk: without action, we risk a fractured news ecosystem, with informed citizens on one side and disengaged communities on the other. 💡 “Having informed citizens with a shared understanding of facts isn’t guaranteed—and may not endure.” The UK’s media has defied the odds these past 15 years, with exciting new formats and diverse perspectives. But it’s not all good news… 📉💔 🔎 Trust in journalism is falling 🙈 News avoidance is rising 💸 Revenue streams are drying up 🤖 And AI? It’s shaking up EVERYTHING The risk? A “two-tier” system where some stay informed while others fall into news deserts or questionable online sources. So, what’s next? Tax breaks for local news 🏡, smarter AI policies 🤝, and more innovation💡 could help us steer away from the cliff edge. We are doing our bit at Contribly by trying to innovate the audience engagement side of the news, by getting real people’s voices included and heard in a safe way that social media doesn’t provide. The aim is to build trust and relevance! Let’s keep the news serving everyone, not just the privileged few. 🌍💪 What’s your take on this? Let’s chat! 👇🗣️ https://lnkd.in/enjesFrY

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Progress for black practitioners working in communications and public relations in the UK has been limited since 2020 according to a report published by the UK Black Comms Network. The third longitudinal report - One Step Forward Two Black - tells the story of cultural issues, discrimination and barriers to progression. Almost half of practitioners have not received a promotion in their previous position and only one in ten feel they are likely to become the most senior communications professional in their company. Workplace culture remains hostile for many black practitioners with 82% reporting microaggressions and two-thirds reporting the need to "tone down" their personalities to fit in. The result is that two-thirds (68%) of black practitioners have considered leaving the industry due to a lack of progression, representation and unaddressed microaggressions. Public relations practice should be an exemplar of a progressive industry. The management science supporting diversity in corporate communications and public relations teams was established in the 1990s. That it remains an issue more than 30 years later isn’t a question of poor business practice. Lee Edwards, Professor of Strategic Communications and Public Engagement at the London School of Economics, says it’s an ethical and moral question. This isn’t a black problem. It’s an industry problem. The UK Black Comms Network report calls for a collective effort from industry leaders, stakeholders and managers to create a more equitable and inclusive environment. Public statements are often not backed up by action. According to Khalid Agyemang, a UK Black Comms Network member, there is a misalignment between what is said and what is done. Diversity and inclusivity training should be mandatory for everyone working in the industry. The Chartered Institute of Public Relations has established a good model with mandatory ethics training for practitioners who complete annual continuous professional development. The UK Black Comms Network says that change must start at the top. Diversity in leadership teams and board members is important to improve senior-level representation. Sarah Waddington CBE CDir ChartPR has long argued that organisations should publish diversity data as part of their annual reporting to Companies House. The One Step Forward Two Black survey collected responses from 170 black or mixed-black heritage practitioners working in corporate communications and public relations in the UK. Reference “One Step Forward Two Black.” 2024. UK Black Comms Network.

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💡 I WAS ONCE GIVEN A BRILLIANTLY SIMPLE PIECE OF ADVICE FROM A BOSS 🚀 I’ve applied it to so many things so many things since – diagnosis, strategy, creativity, internal comms, workshops, meetings and many other things in between. He just asked: “WHAT DOES SUCCESS LOOK LIKE?” Too often you find things heading off at a tangent. ❌ Ask yourself this and it’ll keep you focussed on what’s most important. ✅ If you can’t answer it succinctly then something probably needs fixing further up the pipe first. ⁉ #productivity #focus #ideation

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Three lessons. Made very clear @ the internal comms interact conference in a misty and damp but beautiful Edinburgh this week. 🪩 Retain connection - be reflective of the organisational culture when you’re bringing your story together, especially when you’re growing and everything is catching up (the griiiiiind of processes and tech can be frustrating when you’re moving fast and growing faster). ⚖️ Balance - what’s needed at the time depends on what your audience needs. What’s the ‘big conversation’ you need to have? Is it about AI? Flexible working? Global politics? Basic safety and care? The rule book starts with how you set your own rules and what your audience NEEDS. 🐇 Story telling - loved hearing about the journey all the companies in the room have been on to tell stories more effectively, at scale and the challenges of working with those who love it, do it daily and those who and sometimes struggle - we’re all on a journey folks! Thanks Interact Software - see you next time! #internalcommunications #employeecommunications

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