CareerCore Launches in 24 Hours – World’s Most Powerful Career Centre and Employee Experience Engine

In just 24 hours Big Idea Talent launches the world’s most powerful career centre and employee experience solution, where digital marketing meets HR, and those that want to lead the field in best people attraction and engagement will finally be able to do so!

Some of the world’s most innovative corporate employers are joining Mark, Chris and me to debate attraction in the digital world and witness the big reveal.

It’s going to be a great event and will change the way employers think about jobs, candidates, resourcing and engagement strategies.

The event is ready to go and all seats are full, but I’m sure we could squeeze one or two more in that want their organisation to be one of the first to energise its attraction and engagement strategies, and the communications it has with its employees throughout the employee lifecycle.

Email me on colin.minto@bigideatalent.com as soon as possible if you want to know more.

Colin.

Just realised again that I’ve come a very, very long way!

Just had a realisation moment (again) that I’ve come a very, very long way!

I was given an emergency aisle seat for my flight today, 15A, by the window. When we were up it crossed my mind that if I pulled the emergency exit handle I could create a catastrophic event.

I’ve panicked about this many times before, especially as a kid! Psychiatrists would confirm that most people would have the same thought but it wouldn’t even register! I however got a pang of anxiety as my brain tried to convince me it was a very real and probable situation; an obsession.

Then the compulsion tried to set in! The need to prove to myself I didn’t actually want to do this and to demonstrate I am not a bad person. The urge to play over scenarios in my head to give me some comfort and proof. A symptom of my mental difference and something historically I have spent hours, if not days, ruminating about.

This all happened in a matter of micro seconds and Guess what? I just laughed it off, I recognised it was just my human difference kicking in and it wasn’t something I needed to engage in. I kicked it into touch and just carried on with what I was doing, which was proof reading a business plan. I didn’t need to move from my seat as a ‘just in case’, which I would have wanted to do many years ago.

I thought to myself (again); blimey I’ve come along way! So here it is, real-time proof that you can control mental challenges and play the cause at its own game. In my case targeting my rational brain to combat my irrational brain and win.

I personally believe this is a very powerful skill I have developed, which is why I am great in a business related crisis situation. A technology hack or contract going south is a walk in the park compared to the things an OCD brain gets one thinking about and trying to solve.

My mental difference is my USP! Thank you OCD!

Pah, ‘normal’ is so last week!

The definition of ‘normal’ in the Oxford English Dictionary is – Conforming to a standard; usual, typical, or expected:

In the Cambridge English Dictionary it’s – Ordinary or usual; the same as would be expected:

So what are we really saying here; ‘samey’ perhaps!

And come on, there really is no such thing as normal! We are all have human, and everyone has human issues and challenges…..

And I don’t know if you agree (perhaps you will comment later) but don’t we get taught the importance of being different at various stages in our lives? In fact aren’t we encouraged to be different from a young age?

For example, when I started my career in sales I was exposed to the phrase ‘unique selling proposition’ (USP). The Wikipedia definition of USP is – A factor that a business has that makes it different and or better than others out there:

Another example would be the advice we give to people writing or updating their CV! You know nougats of insight like; what makes you stand out from the rest, what difference do you bring to the party, how do you do things differently to achieve better outcomes?

For all the X Factor fans out there, the judges, and money makers behind the scenes, are looking for the next big thing or things, different or better than what’s already out there.

Finally, in sports, there is a continued drive to improve performance and outcomes by doing things differently! Different fitness and eating regimes, different innovations in equipment, different mental approaches!

I’m sorry, but surely this shows that being different is critical, and difference, is the difference between achieving improved outcomes, or the same old same old, the usual, the ‘to be expected’!

I was on the panel session at the brilliant @RoffeyPark Institute’s 70th anniversary forum on wellbeing event last week, chaired by the exceptional @SimonFanshawe OBE, and I spoke openly about achieving as a consequence of my mental difference. As the discussion progressed I talked about businesses needing to focus on skills and capability alone, and that there is no need for labelling based on difference if viewed through the right lens!

Companies have business plans designed to achieve their purpose and satisfy their stakeholders. HR then has the people plan to achieve the people element of the business plan. Finally, resourcing has the resourcing plan, to support the achievement of the people plan.

This resourcing plan and the people plan invariably hold the blueprint of the skills and capabilities needed throughout the end to end workforce to achieve the business plan. It will not and should not go into any granularity about what that workforce should look and sound like, nor include anything personal.

So breaking it down to this level of simplicity, businesses should easily be able to articulate what skills and capabilities are needed and then do the harder bit which is to go out and get these. Race, gender, sexuality, age, health etc. just don’t come into it.

Right, we need a skill and/or capability! Do you possess it to the level we need? Yes, then you make the shortlist. Simple simple stuff.

And going back to my opening, surely the people you ideally want to acquire these skills and capabilities from are predominantly those that can provide it differently and better than others, e.g. leveraging their difference!

I think I might be part of the problem in due course by championing a diversity label, namely mental health, or hidden disability. I don’t think it will be too long, at least I hope it won’t be too long, until I simply talk about having a human difference, instead of a mental one.

My mental; oops sorry, human difference has helped me bring innovation and value to all of my previous employers, and more recently clients, who have all been delighted. I’m therefore happy that I’m not normal because it’s so last week and my difference is my competitive advantage, my USP.

What’s yours?

Resilience – That’s twice now!!!

My wonderful recent meeting with Charles Walker OBE MP at Parliament, has just converged with my speaking and chairing engagement at Roffey Park Institute’s 70th anniversary event tomorrow, where I will give the HERO Mental Health Readiness Model a great airing.

Charles said he loved the model and that it should evolve further and incorporate resilience as a follow up! Roffey Park Institute, one of the world’s renowned leadership institutes, has produced the Resilience Capability Index (RCI) – http://www.roffeypark.com/resilience-capability-index. That’s twice now!

The world is changing faster than ever and I personally think we have crossed the rubicon where change in general happens faster than our ability to adapt. Think about the political changes in the world lately. Relatively overnight, we have seen demonstrable change in the UK and USA political landscape, with what looks like more examples to follow (eek).

Then look at our reaction to it. It’s one of 50% resistance and a lack of desire to accept it and adapt. It’s also one of 50% anger and demonstration. You still see examples of this every day across traditional and social media. The debate rages on!

I’m not saying that’s a bad thing or wrong, but I predict before mainstream acceptance has happened to these seismic events (whatever that looks like) something massive and related would have changed again. The pace of change in life is just too fast. Look at tech as well! No sooner have you bought something, version (OMG my version is now old) 2 comes along! We just gotta accept more and more change because you blink and you miss the next one.

The continued and seemingly elevating outcry following change, and compulsion to get involved in the debate (quietly points the finger at social media here) by many is a huge source of distraction and potentially stress. That’s not good for personal or professional lives or human and business productivity!

So my point is this. If events like ‘Brump’, that’s Brexit and Trump combined, were accepted quicker by those/us that voted against them, would they/we be less distracted, less compelled to argue against it and less stressed.

In my own world I say yes. My immediate reaction to my initial reaction to these things, to keep my stress levels in check, is to try to accept things as quickly as possible and move on. Not easy but it’s something I am now conditioned to do because the alternative feeds my illness. Does that then make me more resilient than others? If so another positive for having OCD!

Finally, resilience must therefore be a state of mind; well for me it is. I consciously practice resilience as one of my remedies, along with exercise, distraction, CBT, not drinking alcohol (that’s a lie sorry) and by living as healthily as possible. You can apply a reaction to a reaction, and if its a positive to counter a negative, e.g. being resilient, eventually it becomes habitual. Arguably a good habit to acquire! I have a few.

All the best.

Colin – +44 (0)7887 480142 – colin.minto@bigideatalent.com – Join the Mental Health in Business Group

But What About Me???

I think I owe a few people an apology!

So there’s me talking about mental health awareness in business, separately to my day job of advising major corporates regarding their resourcing, HR and HR technology change aspirations, with multiple Group HRD’s and Wellness Heads on the subject of how they support the tens, and hundreds, of thousands of employees they have responsibility over.

Then it struck me after a wellness professional, and separately an HRD, got in touch to invite me in to discuss mental health in their business, and during the business discussion they opened up to me about their own personal experiences.

It dawned on me (err hello Colin) that those ultimately responsible for ensuring the wellness and happiness of everyone working in their organisation, can also have challenges themselves. Obvious I know but not something I immediately considered. I suppose it’s like not knowing your parents have any worries or cares in the world until you witness something!

So taking a step back, this is also going to be true for business leaders. Obvious again, but it just goes to show the extent of how hidden this subject still is. It also brings up an interesting dynamic, that those charged with making a difference for many, might also need support themselves.

So who do they get to turn to? Is it harder for them to open up because of their leadership position? Could they be putting in initiatives for others but not leveraging them themselves? If so does this increase any difficulties they are experiencing?

I can’t answer for them/you, but until I opened up, because I chose to go independent and was no longer employed, I can almost guarantee that in my capacity as a Group Head of Resourcing and HR Systems, I would not have gone mainstream internally about my personal challenges, even if I was putting in support solutions for others.

Sad to say this, but it’s how I would have thought at the time because I have feared for being stigmatised my entire life, something that compounded my particular issues.

So back to the leaders above. I’m sorry. I’m sorry for immediately thinking of those you support over and above you personally. I’m sorry that you might experience a complete set of additional pressures and challenges because of the leadership situation you are in. I’m sorry you might not have someone available in the business to open up to.

But I/we can do something about this. We can open up! We are at the start of a time where this subject is both topical in our personal and business lives. I encourage you to open up if you can find the strength and right opportunity to do so. It was the biggest release for me, and from my own personal perspective it has only been positive.

I have met new people due to a common passion. I have found out new things about close friends, colleagues and customers, because they now have someone they can talk to about things they have buried deep. I have opportunities to talk about something other than end to end resourcing strategy, HR change and HR technology transformation, which is timely because the HR market is a little deflated at present. I have learned things and I have got a huge weight off my shoulders forever!

I am introducing my HERO Mental Health Readiness Model at three events in the next three weeks. It’s going to be extremely hard hitting and liberating. It’s going to be emotional because I know others in the room will either open up publicly, or privately to me afterwards. I know this from experience of delivering smaller, more intimate, workshops on the subject recently. It’s going to be enlightening for all.

hero-mental-health-readiness-model

This all constitutes me doing my bit to support knocking the stigma associated with mental health in the workplace out of sight. Join me, contact me, speak with me, let me speak to your teams, let me run diagnostics in your business.

Let’s all open up, so discussions about mental health become mainstream and comfortable for all, and conditions and availability of support improve.

Let’s Hide No More!

Have a great weekend everyone.

Colin.

Thrilled to become a KidsOut Ambassador

Since setting up Big Idea Talent I have supported KidsOut.

I’m working in partnership with some of my Associates and Wave Recruitment Marketing (all pro bono) to build out a career centre esq solution for them to attract and recruit committee members to run KidsOut Question of Sport events and fundraising evenings.

I was absolutely thrilled and delighted to be invited to become a KidsOut Ambassador this week. One of my greatest personal achievements given the cause it represents.

It’s an amazing organisation and is run expertly by Gordon, his team and the amazing volunteers. The passion everyone puts in to keeping costs to an absolute minimum so the kids it supports get the maximum benefit is incredible.

If you want to do good and have some capacity, please contact me to discuss. KidsOut changes lives for kids and it will change yours too, believe me.

All the best.

Colin.