The Business Exchange Bath & Somerset Issue 15: Spring 2020 | Page 37

EMERGING DIVERGENCE Peter Woodhouse is an employment law expert and heads up the Business Sector at national law firm Stone King – but what about outside of work? In each issue of TBE Peter reflects on skills, opportunities and challenges that we see at work in play, and in play at work. This time Peter considers the Six Nations. According to an old marketing adage, Blue Monday is the most depressing day of the year. I don’t find it at all depressing because I have something on the short horizon that grips me every year - the rugby Six Nations championship. I confess immediately to being an ardent England supporter and thus my perspective is unashamedly red-rose tinted. But what is it about rugby and the Six Nations itself that is so engaging? I think, in essence, it is because each player brings something different, individual and valuable to the pitch. When I played rugby back in the Stone Age, there was room for all shapes, sizes and stereotypes: there was the stocky prop who would only make an effective tackle if someone happened to run into him, and the skinny kid on the wing who could wear glasses because no-one could catch him. Between them was an array of dimensions and abilities, all making up the TEAM. And so to the Six Nations, where each nation brings its own vibrant history, playing style and passion to the mix. This is put together and played out in the cauldrons of the national stadia. The joy of rugby and the success of the Six Nations can teach us a lot about respecting what an individual brings to a team. It’s so easy, when recruiting, to hire ‘People Like Me’ (PLMs) when really we should be aiming to recruit more PNLMs (I hope the acronym is obvious). PNLMs are often considered to be mavericks and may be distrusted because they don’t demonstrate “groupthink”, but properly supported and encouraged by an effective team leader they can, by robust challenge, help a good team be a great team. There is an emergent workplace concept called neurodiversity, which refers to the ways the brain works and interprets information. It is estimated that around one in seven people (more than 15% of people in the UK) are neurodivergent. Neurodivergence includes Attention Deficit Disorders, Autism, Dyslexia and Dyspraxia. Some rugby readers may recall the iconic rugby mavericks David Campese and Serge Blanco. Both were hugely talented, and hugely unpredictable. In rugby terms were they perhaps neurodivergent? I do not think it was a coincidence that each played full back (for Australia and France, respectively). It’s a position from which their individual brilliance could shine alone, or with a scything incision into the three-quarter line construct a free- flowing and devastating attack, drawing on the (comparatively) prosaic skillsets of others in the team. This then is the joy of rugby, the joy of the Six Nations: the recognition and celebration of individuals coming together to form a team, and a team of teams. So here’s to our mavericks and our neurodivergents: may they be treasured always. Peter Woodhouse, partner and head of business at Stone King e: [email protected] t: 01225 326753 twitter: @StoneKingLLP For more info: www.stoneking.co.uk PEOPLE POWER “People are our most valuable asset” BEN CHAPPELL Director of People & Culture It’s a phrase that I have heard numerous times. The right people, happy and performing at their best really can drive incredible results for a business, and have a great time doing it too. But people are complex so how does a business cultivate this sort of environment and prevent its people slipping into the murky waters of discontent? From the research out there, we have found that happy and content people start with the nitty gritty of great leaders and managers, high performing teams and a culture that makes people feel like they are part of something incredible. Easy right!? The following areas of employee experience represent the key building blocks for crafting a long lasting, high performing culture were people love what they do and how we can help. “People want to work here and don’t want to leave” Create or define the values and behaviours your business needs and how decide how you’ll embed them. Nurture a sense of belonging, create freedom in how people work and provide opportunities for development and growth. How we do it: Our High Performance Environment diagnostic tool and culture and climate focus groups and workshops. Well-being is a holistic approach founded on all the elements mentioned here as well as specifics such as resilience training, nutrition, exercise, mindfulness and awareness and mental health. How: We can work with you to construct a health and well- being strategy and provide all the relevant aspects needed to bring it to life. of supporting individuals and teams in reaching their full potential and excelling. This could be supporting a senior executive through to a first time leader with leadership, performance or dealing with stress at work. How: One-to-one and group or team coaching. This approach underpins everything we do. TALENT ACQUISITION “We want people and teams to love working with each other and collaborate effectively” Cohesive and high performing teams that stick together under pressure and achieve more than the sum of their parts, from executive teams to functional teams that break down siloes and work across boundaries. How: Our High Performing Teams diagnostic tool, team coaching and structured programmes around topics such as managing conflict, innovating and joint problem solving. “We need great leaders that inspire and motivate our people” New and existing leaders and managers need the right mindset, behaviours and skills to nurture happy, high performing teams and people. How: Everything from structured programmes for groups to one-to-one leadership coaching. “We need to find the best people for our business” Provide the candidate with a great job finding experience, both from recruitment all the way through to onboarding and welcoming them into the fold. We can: Remove the stress of recruitment and look after the entire process or provide advisory services on some or all of the elements. We also provide onboarding packages and coaching for new starters and management throughout the first 90 days. RESILIENCE & WELL-BEING COACHING LEADERSHIP DEVELOPMENT “We want our people to have the knowledge and skills to lead a healthy life” “Even our top talent and teams strive to be better” Coaching has been found to be an incredibly powerful way TEAM DEVELOPMENT If you need help in creating a culture of success, please get in touch. Email: [email protected] or call 01225 685888. THE BUSINESS EXCHANGE 2020 CULTURE & ENGAGEMENT 37