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Coaching for Success

Sun, 10 May 2026 12:39:17 GMT

Coaching

None of us can be an expert on everything

You may be grappling with a problem that they have already dealt with. Use coaching.

Two heads are better than one
When you have a problem or an issue, being coached, or co coaching can be the key to finding solutions. Working in this way enables you to consider a range of options.

Co - coaching
Coaching is a great tool. It's an approach which can open you up to insights, ideas and solutions which you didn't know were in your toolbox.

We have coaching specialists amongst our wider associate team. If you are looking for coaching for yourself or your team, or would be interested in a coaching course for your organisation, get in touch.

Equality Impact Assessment

Sun, 10 May 2026 12:37:49 GMT

Equality Impact Assessment

Equality Impact Assessments are a straightforward way of ensuring that nobody is missed when we design a new policy, procedure or practice. It is a way that organisations can show the ' due regard' required by the Public Sector Equality Duty, but also a way for organisations to ensure that they get policies, procedures, practices, projects, new works right first time - by considering the needs of different groups.

At the very outset, we take the needs of different groups overtly into account, by undertaking consultation, drawing on research and using data.

The process enables us to look at our proposed actions through different lenses.

We can identify if we are inadvertently going to disadvantage anyone and take action to remove the disadvantage, or at the very least mitigate it.

This process helps us avoid costly mistakes. Our aim is ' right first time'.

If you need to think about the impact of what you do on different groups, contact us and ask us about facilitating a session on Equality Impact Assessment for your business.

Stress and Pressure and Health and Safety Executive focus

Sun, 10 May 2026 12:31:05 GMT

Stress is the number one cause of absence from work.

Notice when you are experiencing stress and pressure

Make sure that you take breaks throughout your day and don't be tempted to eat at your desk. Step away.

Create realistic task lists and allocate your time
Don’t forget to check in and see how you’re doing. Just because you don’t achieve the big goals right away doesn’t mean you’re not making progress.

Reward yourself
When you succeed in achieving a goal, be it a big one or a small one, make sure to pat yourself on the back.

Think positively
Positive thinking is a major factor in success. So instead of mulling over things that didn’t go quite right, remind yourself of things that did.

Stability Zones

These are the people, places and activities which make you feel secure and relaxed. What are yours? Create a circle and divide into into people, places and activities. How much time are you spending in each zone. Where do you need to spend more time? How will you do this? When will you create this time. Stability zones help you deal with stress and pressure.

Disability and Neuroinclusion at Work

Sun, 10 May 2026 12:05:37 GMT

Disability and Neuro-Inclusion Matter

Disability and neuro-inclusion in the workplace focus on creating environments where all employees can thrive. The Equality Act 2010 requires employers to make Reasonable Adjustments to prevent people with a disability from being disadvantaged at work. Disability is common, but not always visible. Over 16 million people in the UK have a disability - that's 24% of the the population or 1:4. You will be working with people who have a disability. It is estimated that 15-20% of UK adults are neurodivergent. Diverse teams bring unique strengths that can provide a competitive advantage. 75% of employers recognise higher levels of innovative thinking in neurodivergent staff and teams with neurodivergent colleagues can be up to 30% more productive - with skills such as hyperfocus and exceptional detail processing, it is no surprise that companies such as Microsoft and JP Morgan Chase report over 90% retention rates for staff hired. Adjustments across all forms of disability are often low cost, but high impact. Ensure that you have policies and procedures in place to support staff across their employment journey, starting at recruitment. Train your managers to hold conversations about reasonable adjustments so that there is psychological safety for all at work - with the ability to ensure that everyone gets what they need to perform to their best.

Menopause Matters - New Duties under the Employment Rights Act

Sun, 10 May 2026 11:52:16 GMT

Menopause at Work

The Employment Rights Act 2025 introduces new legal duties to have a policy and action plan to support menopause at work for employers of over 250. Even without this, failing to support women in menopause could be age and sex discrimination and some symptoms of the menopause meet the threshold for disability. Many women are leaving the workforce, or cutting back on what they do because of it. This is a waste of highly experienced women. Approximately 10% of working women who experience menopause symptoms have left their jobs due to the impact of the symptoms of menopause and a further 25 - 28% are considering quitting. Over 40% of women in the UK report that their ability to work was affected by menopause, with many reducing hours or cutting back on responsibilities. 8% of women in studies by the Fawcett Society said that they didn't apply for a promotion or turned down training due to symptoms. These may be under estimates. Research by the Fawcett Society shows that most women are failing to provide adequate support through proper policies and support which could help retain women in the workplace. If you don't already have a policy, develop one. Plan on the actions that you can take to support women in menopause. Train your managers to hold conversations to see what actions are needed to support and retain staff. Provide guidance for women so that they know that they can seek help - also, don't forget: people who are trans can also go through the menopause.

Preventing and Addressing Sexual and Third Party Harassment at Work. Compliance with the Employment Rights Act 2025

Sun, 10 May 2026 11:14:24 GMT

Prevent and address sexual and third party harassment at work

Employment Rights Act 2025 creates an new and far higher bar for employers to take ALL reasonable steps to Prevent and Address Sexual and Third Party Harassment. Third Party harassment extends beyond the protected characteristics of sex. There are no limits to the awards that can be made in cases of harassment and the Equality and Human Rights Commission can increase awards by 25% when ALL reasonable steps have not been taken. It is not enough to ' do something about it'. this will not meet the legal expectation. Ensure that you review policies, including those covering third parties, undertake scenario based risk assessments and train your managers and staff. This is not an area that you can ignore.

Look after your wellbeing

Tue, 07 Oct 2025 15:14:19 GMT

Mental Health and Wellbeing

Mental Health and Wellbeing is a core area for employers to consider. Employers are legally liable for the welfare of their staff and must have in place policies and practices to support their staff. This ranges from undertaking work based risk assessments, ensuring managers are skilled to spot the signs of staff in difficulty, subscribing to Employee Assistance Services and, crucially, training key colleagues in First Aid for Mental Health. Mental Health and Wellbeing at work is not just a ' nice to do' it's an essential part of compliant employment practice.