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